Article Abstract:
The Tennessee Valley Authority has instituted an eight-step work-force planning process. This process aimed to provide a degree of stability in the face of employment fluctuations resulting from technological advances and skill-mix changes. The work-force planning process achieves this by identifying and reacting to future human resource requirements as well as detailing the development and funding of workforce programs required to meet organizational objectives. Work-force planning involves two main stages: gathering and analyzing data on human resource needs, and formulating responses to these requirements. Its implementation should be supported by line workers, human resource personnel and top management. The main eight steps of the process are outlined and explained.
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Article Abstract:
Employers can be sued for invasion of privacy if they investigate a potential employee, but they can also be sued for not checking references if the employee were to injure a third party. Checking references using the telephone allows the potential employer an immediate method for gaining information, it can provide a large amount of useful data about the applicant, it is inexpensive, and it may suggest other avenues of inquiry. A standardized telephone interview form helps in collecting correct information, it is structured and sequential so nothing is forgotten, and it can serve as documented evidence that due diligence was used in the reference check.
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Article Abstract:
Personnel directors need improved methods for checking worker references because a poor reference is almost as hard to find as a good worker. Proper reference checking will require these three steps: a decision on whether to use the phone, mail, or meet in- person; the availability of references beyond those picked by the applicant; and the evaluation of the best method to gain useful information on the candidate.
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