About Our Company
Santa
Fe Services is a full-service personnel agency, offering temporary,
temp-to-hire & permanent staffing options to Northern New
Mexico employers. All of our staffing services include advertising,
recruitment, screening and pre-employment testing, new hire processing
and compliance, payroll, tax withholding & quarterly filing,
worker's compensation & general liability insurance. For pennies on
the dollar, we take care of every step in the complicated human
resources process.
Since 1987, we have worked with literally
thousands of companies, small & large, including private,
non-profit & government employers. For references & pricing information, please email or call us. We look forward to working
with you.
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Contact Us!
Santa Fe Services Inc.
41 Bisbee Ct Unit B1
Santa Fe, NM 87508
Ph: (505) 984-8511
Fax: (505) 986-8122
staffing@santafeservices.net
www.santafeservices.net
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Dear Friends & Colleagues,
While the hard times just keep on coming, at least we can commiserate in knowing that we're all in this together.
In our 22nd year of business, we have experienced enough of fickle economies. Though the current recession brings with it new challenges for all of us, we stand ready to be of service to you and your organization.
If your company is still growing, now is an excellent time to attract and recruit new talent: It's a buyer's market out there! Put our recruiting experience to work for you, and save significant time & energy on hiring. We guarantee our employee placements for up to one year from their start date.
If cutting workforce expenses is a necessary reality for your organization, our temporary staffing services can provide the flexibility of a just-in-time, on-demand workforce.
If you're contemplating layoffs--a hard decision for any manager--we can work with you to develop a strategic, fair, safe & practical plan to reduce the size of your workforce, to ensure your organization is "right-sized" and ready to meet the challenges of the current economy.
In the meantime, let us try to remember to be grateful, for, as FDR said in his famous inaugural address, "In such a spirit on my part and on yours we face our common difficulties. They concern, thank God, only material things."
Best wishes in 2009!
Silas, Frank & Tina
Santa Fe Services Inc |
Workforce Planning (in a nutshell)
When our company receives new job orders, one of our primary roles is to help identify our client's specific employment needs. As a manager myself, I often feel the need to hire additional staff to cope with increasing responsibility before taking the time to determine exactly what position I should be hiring for. A formal Workforce Planning initiative would ideally precede any decision to hire additional staff. The process, which can be accomplished surprisingly quickly, includes at minimum the following steps:
1). Needs Analysis;
2). Job Analysis (if hiring for a new position, or if a Job Description has not already been created for a position);
3). Recruitment Strategy (to be discussed in our next newsletter).
Because the literature on Workforce Planning is sizable and the steps vary tremendously (and appropriately so) among organizations, the following notes provide a brief introduction to the most important aspects that should be considered before adding a new position.
Needs Analysis
The Needs Analysis allows us to identify where we're starting from. The strengths & weaknesses of your current team should be identified. Are employee strengths being capitalized? If not, should job duties be redistributed? Which tasks are you routinely behind on? How important are these tasks to bottom-line performance? How much stress can you relieve from your current staff by adding a new position? What is the lost opportunity cost to be gained by allowing current staff to focus on their core responsibilities?
Job Analysis
A well executed Job Analysis identifies in a very concrete way exactly what a job entails, notably: duties & responsibilities; successful performance criteria; and required knowledge, skills & abilities (KSAs).
Ideally, job analyses should be collected for all positions within an organization or department at the same time, so the relationship between a group of positions can be mapped out. Good job analyses will provide a clear picture of where a proposed new job fits into the larger organization.
Job duties for existing positions may be determined via observation, interviews, questionnaires, or work diaries. Gaps & overlapping job duties should be identified, and existing jobs should be adjusted where necessary. Job duties for a proposed position will be apparent in the gaps identified between existing positions, and in the areas that current employees are being overtaxed.
Now create a short synopsis of the position, spelling out what successful performance looks like. For example, the overview of our very own Recruiting Manager, Frank Emanuel: "Recruits talent, screens candidates, and places employees to fulfill the needs of our client organizations. Manages temporary staff, builds relationships with clientele, anticipates and resolves problems."
Now what are the knowledge, skills & experience necessary to successful execution of the job, as summarized? In Frank's case, knowledge of employment law, recruiting strategy, and office technology; time management, client relationship management, and communication skills; experience in customer service and personnel management. Obviously, KSAs will vary widely by industry and organization.
...to be continued...
Silas M. Peterson, SPHR | |
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