Key Essentials to Human Resource Planning for your Daycare Centre
Seraphina Tan asked:
You’ve done your planning and decided that you’ll need additional help. So how do you ensure that you get the best candidate through your door?
All business owners need to understand the importance of human resource (HR) planning. HR planning is not a fancy term for large organizations to execute. Even small businesses need to ensure that their HR is in order to function properly. Failing to manage your HR properly could result in a shortage of manpower when you need it or too many manpower when you don’t need them and therefore incurring unnecessary cost.
So, what is HR planning? Marketing has its 4Ps whilst HR has 6Rs. It is ensuring that you have the Right staff in the Right numbers, doing the Right job, at the Right time and at the Right place and most importantly, do the job right.
Finding the right staff in the right numbers
There are a number of options to manage temporary shortages in manpower. Firstly, you can hire part-time workers. They are a good option especially when you have a lot of children under half-day care. You can also think about engaging temporary employment agencies. This option is more suitable for less critical positions such as teacher assistants rather than the caregiver. The next option is to have your staff work longer hours and pay them overtime for it.
For permanent manpower shortages, you’ll need to a recruitment campaign to hire. You can do this either via advertisement, referral or hire an employment agency to help you with it.
Doing the right job at the right time and right place
There are a number of factors to take into consideration to ensure that you hire the right person. You need to look indepth into a number of factors:
• What will be the candidate’s duties and tasks. Try to be as specific as possible on the job duties that is required of the candidate. This information will come in useful when drawing up the advertisement.
• Do you need the candidate to be proficient in any tools or equipment such as the computer or musical instrument?
• What’s the working environment of the candidate? E.g. What are the working hours? Will the candidate be on shift? Where is the candidate supposed to be stationed, especially if you have more than one outlet)? How many children does the daycare centre care for? What are the age groups?
• What will be his/her working relationship with fellow colleagues. Who will the candidate be reporting to? Will there be any staff that he/she will be required to supervise?
• What are the job requirements?
- What are the qualities that the candidate should possess? Do you want the candidate to be able to handle children and be patient with children?
- Do you need the candidate to possess prior experience in childcare?
- What are the qualifications you would like them to possess? Do they need to possess a Diploma or Certificate in Early Childhood? Do you need the candidate to have first aid training?
Doing the job right
Finally, you need to sort out what you’ll need to do to attract candidates of the above qualities to apply for the position and perform their job well.
• You need to decide what are the benefits you will be offering to the candidate; e.g. annual leave, insurance, subsidy (if they put their child at your daycare centre), etc.
• Most importantly, you need to decide how you intend to remunerate the candidate.
Finding the right candidate is only the tip of the ice berg. The challenge after that will be to think of ways to retain your staff.
Happy Hiring!
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You’ve done your planning and decided that you’ll need additional help. So how do you ensure that you get the best candidate through your door?
All business owners need to understand the importance of human resource (HR) planning. HR planning is not a fancy term for large organizations to execute. Even small businesses need to ensure that their HR is in order to function properly. Failing to manage your HR properly could result in a shortage of manpower when you need it or too many manpower when you don’t need them and therefore incurring unnecessary cost.
So, what is HR planning? Marketing has its 4Ps whilst HR has 6Rs. It is ensuring that you have the Right staff in the Right numbers, doing the Right job, at the Right time and at the Right place and most importantly, do the job right.
Finding the right staff in the right numbers
There are a number of options to manage temporary shortages in manpower. Firstly, you can hire part-time workers. They are a good option especially when you have a lot of children under half-day care. You can also think about engaging temporary employment agencies. This option is more suitable for less critical positions such as teacher assistants rather than the caregiver. The next option is to have your staff work longer hours and pay them overtime for it.
For permanent manpower shortages, you’ll need to a recruitment campaign to hire. You can do this either via advertisement, referral or hire an employment agency to help you with it.
Doing the right job at the right time and right place
There are a number of factors to take into consideration to ensure that you hire the right person. You need to look indepth into a number of factors:
• What will be the candidate’s duties and tasks. Try to be as specific as possible on the job duties that is required of the candidate. This information will come in useful when drawing up the advertisement.
• Do you need the candidate to be proficient in any tools or equipment such as the computer or musical instrument?
• What’s the working environment of the candidate? E.g. What are the working hours? Will the candidate be on shift? Where is the candidate supposed to be stationed, especially if you have more than one outlet)? How many children does the daycare centre care for? What are the age groups?
• What will be his/her working relationship with fellow colleagues. Who will the candidate be reporting to? Will there be any staff that he/she will be required to supervise?
• What are the job requirements?
- What are the qualities that the candidate should possess? Do you want the candidate to be able to handle children and be patient with children?
- Do you need the candidate to possess prior experience in childcare?
- What are the qualifications you would like them to possess? Do they need to possess a Diploma or Certificate in Early Childhood? Do you need the candidate to have first aid training?
Doing the job right
Finally, you need to sort out what you’ll need to do to attract candidates of the above qualities to apply for the position and perform their job well.
• You need to decide what are the benefits you will be offering to the candidate; e.g. annual leave, insurance, subsidy (if they put their child at your daycare centre), etc.
• Most importantly, you need to decide how you intend to remunerate the candidate.
Finding the right candidate is only the tip of the ice berg. The challenge after that will be to think of ways to retain your staff.
Happy Hiring!
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Human Resources Outsourcing Maintains Double-Digit Growth
Ari Rosenstein asked:
Human Resources gained a permanent role in the American workplace during the 1950s, as the evolution of employment-related laws and sociological trends took shape. However, the past 20 years have witnesses an unprecedented rise of employment litigation, labor regulations, and tax laws far beyond the expectation of their originators.
Effectively managing Human Resources has become a daunting and complex task for small to mid-market business owners. U.S. corporations must grapple with one of the most complicated systems of employment laws in the world. This includes a laundry list of unfriendly policies, including laws governing hiring and termination, family leave, sexual harassment, paying employees, leaves of absence, employee benefits, and workers’ compensation. In just the first months of 2007, dozens of laws dealing with every subject from discrimination to wage deduction have been enacted.
Putting HR in Expert Hands
One solution for frustrated business owners is to turn to Human Resources Outsourcing. An HR Outsourcing firm allows companies to shift responsibility of nonessential jobs that can be handled easily, and inexpensively, by off-site experts. An HRO Firm can either specialize in a niche service, or in a wide range of management and strategic solutions. These broadly include:
Labor Law Consulting
Management Training and Employee Development
Employment Paperwork Administration
Employee Benefits Packages and Administration
Risk Management and Safety Services
Payroll and Tax Services
Insurance Solutions, including Workers’ Compensation and EPLI (Employee Practices Liability Insurance)
In a recent survey by the Society for Human Resource Management, or SHRM, professionals in the industry were asked their opinions on HR outsourcing. Reasons to consider outsourcing included saving money, focusing on strategy, improving compliance, improving accuracy, lacking experience in-house, taking advantage of technological advances, and offering services they could not offer.
In that same SHRM report, HR professionals said the top function outsourced was 401k administration, along with training, health care and employee benefits administration, payroll, staffing, background checks, recruitment and policy writing.
Once HR and other operations are outsourced, many companies experience a strong return on investment, according to a recent survey of American executives. The 2006 survey of executives at the IDC Midwest Conference in Chicago showed nearly 85 percent of the respondents saved as much as they spent on outsourcing, with 26.4 percent reporting a savings of twice as much. And the savings, according to nearly 95 percent of the respondents, went toward operational performance and innovation, which improved shareholder value.
According to IDC, a market intelligence firm based in Massachusetts, companies worldwide are expected to spend more than $103.3 billion just on Human Resource Outsourcing this year, up significantly from the $61.2 billion spent in 2002. In the U.S., HR Outsourcing is the fastest-growing segment of business process outsourcing (BPO) and is expected to grow annually at a rate of 16 percent.
The frustration brought on by the government’s obtrusive standards can be offset by the value found in HR Outsourcing. As any business who has experienced the benefits of HR Outsourcing will say, they finally have the peace of mind and time to focus on the only thing in business that really matters: their bottom line.
Insurance Quotes
Human Resources gained a permanent role in the American workplace during the 1950s, as the evolution of employment-related laws and sociological trends took shape. However, the past 20 years have witnesses an unprecedented rise of employment litigation, labor regulations, and tax laws far beyond the expectation of their originators.
Effectively managing Human Resources has become a daunting and complex task for small to mid-market business owners. U.S. corporations must grapple with one of the most complicated systems of employment laws in the world. This includes a laundry list of unfriendly policies, including laws governing hiring and termination, family leave, sexual harassment, paying employees, leaves of absence, employee benefits, and workers’ compensation. In just the first months of 2007, dozens of laws dealing with every subject from discrimination to wage deduction have been enacted.
Putting HR in Expert Hands
One solution for frustrated business owners is to turn to Human Resources Outsourcing. An HR Outsourcing firm allows companies to shift responsibility of nonessential jobs that can be handled easily, and inexpensively, by off-site experts. An HRO Firm can either specialize in a niche service, or in a wide range of management and strategic solutions. These broadly include:
Labor Law Consulting
Management Training and Employee Development
Employment Paperwork Administration
Employee Benefits Packages and Administration
Risk Management and Safety Services
Payroll and Tax Services
Insurance Solutions, including Workers’ Compensation and EPLI (Employee Practices Liability Insurance)
In a recent survey by the Society for Human Resource Management, or SHRM, professionals in the industry were asked their opinions on HR outsourcing. Reasons to consider outsourcing included saving money, focusing on strategy, improving compliance, improving accuracy, lacking experience in-house, taking advantage of technological advances, and offering services they could not offer.
In that same SHRM report, HR professionals said the top function outsourced was 401k administration, along with training, health care and employee benefits administration, payroll, staffing, background checks, recruitment and policy writing.
Once HR and other operations are outsourced, many companies experience a strong return on investment, according to a recent survey of American executives. The 2006 survey of executives at the IDC Midwest Conference in Chicago showed nearly 85 percent of the respondents saved as much as they spent on outsourcing, with 26.4 percent reporting a savings of twice as much. And the savings, according to nearly 95 percent of the respondents, went toward operational performance and innovation, which improved shareholder value.
According to IDC, a market intelligence firm based in Massachusetts, companies worldwide are expected to spend more than $103.3 billion just on Human Resource Outsourcing this year, up significantly from the $61.2 billion spent in 2002. In the U.S., HR Outsourcing is the fastest-growing segment of business process outsourcing (BPO) and is expected to grow annually at a rate of 16 percent.
The frustration brought on by the government’s obtrusive standards can be offset by the value found in HR Outsourcing. As any business who has experienced the benefits of HR Outsourcing will say, they finally have the peace of mind and time to focus on the only thing in business that really matters: their bottom line.
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Principles of Human Resource Planning
Mr.Vimal Kumar asked:
Sound human resource planning needs to be based on the principles and actions highlighted in the article below. In the practical world, an external human resource consultant or employment agency plays an important role in planning the basic requirements for human resource.
1. Human Resource Planning has to be finally integrated into the other areas of the organizations strategy and planning.
2. Senior management must give a lead in stressing its importance throughout the organization.
3. In larger organizations a central human resource planning unit responsible to senior management needs to be established . The main objectives of this are to co-ordinate ans reconcile the demands for human resources from different departments, to standardize and supervise departmental assessments of requirements and to produce a comprehensive organizational plan. In practice, the Human Resource and Development department would normally play a leading role in the task . In smaller organizations these responsibilities would probably be carried out by a senior manager or even the managing director.
4. The time span to be covered by the plan needs to be defined. Because of the abiding problem of making forecasts involving imponderable factors, a compromise is often adopted in which a general human resource plan is produced to cover a period of several years. If the system is operated as a continuous, rolling plan, the five year period of general forecasting is maintained and each first year is used in turn for purpose of review and revision for the future.
5. The scope and details of the plan have to be determined. For large organizations separate human resource plans and forecasts may well be needed for various subsidiary units and functions. In smaller organizations one comprehensive plan will probably suffice for all employees. Where particular skills or occupations may pose future problems in recruitment or training, special provisions will be required in human resource planning.
6. Human resource planning must be based on the most comprehensive and accurate information that is possible. Such personal information is essential in any case for the effective management of the organization. Details of format and contents will naturally vary, but they will normally need to include details of age, sex, qualifications and experience and of trends likely to effect future forecasts, such as labor wastage, charges in jobs, salaries, etc. Apart from the routine collection of data for personnel records, special analyses may sometimes be necessary to provide particular information.
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Sound human resource planning needs to be based on the principles and actions highlighted in the article below. In the practical world, an external human resource consultant or employment agency plays an important role in planning the basic requirements for human resource.
1. Human Resource Planning has to be finally integrated into the other areas of the organizations strategy and planning.
2. Senior management must give a lead in stressing its importance throughout the organization.
3. In larger organizations a central human resource planning unit responsible to senior management needs to be established . The main objectives of this are to co-ordinate ans reconcile the demands for human resources from different departments, to standardize and supervise departmental assessments of requirements and to produce a comprehensive organizational plan. In practice, the Human Resource and Development department would normally play a leading role in the task . In smaller organizations these responsibilities would probably be carried out by a senior manager or even the managing director.
4. The time span to be covered by the plan needs to be defined. Because of the abiding problem of making forecasts involving imponderable factors, a compromise is often adopted in which a general human resource plan is produced to cover a period of several years. If the system is operated as a continuous, rolling plan, the five year period of general forecasting is maintained and each first year is used in turn for purpose of review and revision for the future.
5. The scope and details of the plan have to be determined. For large organizations separate human resource plans and forecasts may well be needed for various subsidiary units and functions. In smaller organizations one comprehensive plan will probably suffice for all employees. Where particular skills or occupations may pose future problems in recruitment or training, special provisions will be required in human resource planning.
6. Human resource planning must be based on the most comprehensive and accurate information that is possible. Such personal information is essential in any case for the effective management of the organization. Details of format and contents will naturally vary, but they will normally need to include details of age, sex, qualifications and experience and of trends likely to effect future forecasts, such as labor wastage, charges in jobs, salaries, etc. Apart from the routine collection of data for personnel records, special analyses may sometimes be necessary to provide particular information.
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