Strategic Human Resources Management Assignment (pdf)

Running Head: RECRUITMENT, TRAINING AND DEVELOPMENT PLANS 1
Mutinta Siamuyoba
Recruitment, Training and Development Plans for Marie Stopes Zambia
GSB 6705/ Strategic Human Resources Management
July 2021
Dr. Maja Zelic
September 11, 2021

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Recruitment planning and implementation at Marie Stopes Zambia
Marie Stopes International (MSI) reproductive choices is a non-profit organization
operating in over 30 countries worldwide to effectively provide sexual and reproductive
healthcare to thousands of women worldwide. In Zambia, the organization has helped the
country’s poorest and most vulnerable women since 2007.
Marie Stopes Zambia provides a full range of family planning as well as comprehensive
medical abortion care. Despite recent improvements in the prevalence of modern contraception
in the country, there is still a gap in meeting the needs of the population, with the current unmet
need for family planning services at 21% (Marie Stopes International, n.d).
The organization works with urban outreach teams to strengthen the Ministry of Health's
capacity and provide more options by supplementing the short-term methods of contraception
commonly provided by the public health system with long-term and permanent methods of
contraceptives. The organization has over 20 outreach posts, a family health clinic, and a support
office. The organization currently has over 200 employees in Zambia.
Recruitment and Selection Plan
According to the Partnership for Public Service (2021), Recruitment has been defined as
a multi-step strategy with distinct actions, tools, and metrics, not a single process. Creating an
effective human resources plan is cardinal to the longevity of an organization.
To develop a recruitment and selection plan for an organization such as Marie Stopes
Zambia, the following steps must be taken:
1. Identify your employee’s abilities: before considering what your future hiring
methods might be, you should assess the competencies and abilities of your
current team of workers. As the Human Resources manager for the organization,

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one would already have gathered documents along with employee’s resumes,
which include their educational records, and the projects they’ve worked on. This
can give an idea of what they might be successful at. Furthermore, some of the
personnel the organization has already may have competencies and abilities that
can be used to its advantage. HR managers may ask how to go about learning
about such abilities. Simply inquiring from employees about their capabilities will
show them that you take a keen interest in them, and you will be able to keep a
file on their strengths which you can archive using interactive agency charts and
other systems.
2. Establish a succession plan: eventually, an organization will be faced with
management changes, this is an unavoidable part of any organization’s natural
growth. Managers will come and go, new positions may be created and dissolved
as the company grows and reorganizes. For example, the creation of the position
for Director of Operations at Marie Stopes Zambia. You will need to be prepared
for this while it occurs by having a succession plan in place. It is entirely up to
you whether or not you want to include your employees in the implementation of
this succession plan. In any case, be aware of their career ambitions and plans,
and don’t be afraid to notify them when changes occur.
3. Establish a Development Plan for your employees: Once you have assembled a
strong team of employees to whom you’d like to consider moving forward, you
will be able to begin determining how to maximize their capacity within your
organization. Of course, you need to keep your personal goals for your business in
mind first once you understand what your company requires, you can begin to

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align your employee’s desires with your own. Discuss with personnel their desires
and how they compare to their current level of competencies and experiences.
Using these statistics, you can determine which competencies your team of
workers will want to improve to meet your objectives. Create a plan for the
employees to follow to obtain the competencies they require and start putting
them to use for the greater good of the organization. According to studies, the
primary reason personnel stays with the organization for which they work is
because they feel challenged with the aid of the work they are given. When
employees believe they are being engulfed by the organization’s boom, they will
be even more likely to stick with you. As a result, make certain that your
personnel are included in your improvement plan, and that the plan is given a
fantastic spin. Personnel must no longer feel like they are being disciplined but
rather be excited about the prospect of having their competencies maximized and
assisting the organization to develop.
4. Conduct Gap analysis: according to a study conducted by Bika (2021), a skills
gap analysis is a methodical approach to analyzing your staff’s current skill level
and identify skills you want in the future. To conduct a skill gap analysis, Bika
(2021) suggests the following steps:
 Determine the skills you will require in the future.
 Examine the skills your company already has.
 Compare your current skill sets to your desired skills and make a plan to
fill gaps.

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The HR manager should investigate the job descriptions utilized when hiring,
check to see if they need to be updated to reflect modern-day expectations for employees at the
organization. Make certain that the employee handbook is also up-to-date; employment laws
may have changed since you last updated your books, or you may have expanded into new
territories with unique laws in place. You may want to make changes to your policies, for
instance, Marie Stopes Zambia created a disability policy to cater to the needs of employees with
disabilities. Your educational policies should also be up to date. Changes may also have occurred
in the requirements, so stay to date on current legislation. The modern-day overall performance
of your company may also affect the destiny of employees. You may want to make adjustments
in your employee’s incentive programs based on whether or not your sales are increasing or
decreasing.
5. Increase your resources as business grows: Depending on where your company
is at the moment, your team of workers may also want to switch. You may also
want to look for new employees or educate your current ones. Ensure that the
rewards programs you offer meet the expectations of the candidates you want to
hire. Also, ensure that you have a strong organizational culture in place to attract
the most qualified capability personnel.
By following these steps, you will be able to streamline your recruiting process and
attract only the most qualified and gifted individuals to work for your organization.
Your recruitment procedure should not be the same for every man or woman you hire. It
should create a strong, long-lasting group subculture to attract and retain better candidates.
Create a selection procedure that involves;
 Implementation of the recruitment plan through job advertisements

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 Screening of resumes.
 Screening call.
 Evaluation test.
 Face-to-face interviews.
 Checks on the applicant’s background.
 Checking references.
 A final decision and the job offer.
Training and Development Plan
A training and development plan should include the following steps:
Step 1: Evaluate organizational training and development
Different situations give rise to specific organizational needs in terms of qualified
personnel. A company requires personnel to comprehend and commit to the organization’s new
needs and increase efficiency.
Step 2: Define training goals
After an organization’s goal has been established, it is important to examine the
educational requirements needed to meet that goal. Simply put, education will be considered a
success if personnel are capable of carrying out the responsibilities for which they were trained.
The goal must be stated explicitly and must be felt by everyone involved and It must be
measurable. Instill the goals in your employees and assess their knowledge of the same through
tests, quizzes, and realistic exercises.
Steps 3: Training program design
Design a comprehensive strategy that includes learning and educational methods, content
material matter, and other elements with your employee’s desires in mind, not the trainers.

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Step 4: Adopt adult training principles
Remember which adults you are offering to teach. The education application must
address the issue of their specific learning characteristics. The training plan must be self-
motivated and goal-oriented; and must include venture-oriented and relevant educational
programs.
Steps 5: Create a training program
Begin by developing your layout and creating your education materials, education
manuals, education needs for the instructor, PowerPoint presentations, charts, posters, and other
materials for hands-on realistic periods.
Step 6: Implementation of the training programs
This is the point at which all of the advice you have received will be implemented. A few
things to keep in mind for effective implementation are; scheduling education spots earlier, and
mobilize the necessary resources.
Step 7: Assess your training program
Examine the system’s design and development, its effectiveness, and the level of
achievement attained. Obtain feedback from employees on this system to check if it was
enlightening, useful, or engrossing. Do they have any suggestions for how to improve it?
Collecting feedback like this from personnel who participate in training sessions will help you
provide new and improved application versions. Conduct an employee evaluation to ensure that
they are aware of the educational goal and the method of achieving it. Lastly, conduct a task
assessment of the education application to determine its effectiveness in achieving the goals.
Compensation packages for employees

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When creating a compensation package for new hires and employees of an organization,
six important steps must be followed to establish a satisfactory package:
1. Develop a pay philosophy
The first step in creating a worker reimbursement plan is to determine your pay philosophy.
In this case, you should think about not simply how much you need to pay your employees,
but also include various elements like advantages, overall performance bonuses, incentives,
and agency-supplied perks like health membership, tuition funding for employees, and their
children.
2. Assess competitor pay philosophy
When considering the equity in their compensation, employees will focus their attention
largely on how much they are being paid in comparison to comparable positions at
different companies and different companies and different positions within the
organization. Prepare a task description for each of the positions you will be submitting
to compare your pay to the competition. Once the responsibilities have been defined and
the level of the responsibility for each position is established, compare what other
organizations are offering for comparable positions. Certain approaches may be utilized
in assessing competitor pay philosophy such as using Linkedin board discussions and
conducting research on Glassdoor.com.
3. Determine your salary or hourly wage rate
Competitive compensation is necessary for the happiness of an organization, but it is not
always a motivator for higher overall performance. Advocate paying salaries that are
competitive with your competition but pay more for a function that is especially
important to your organization and warrants paying more than the competition. For

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functions that are not as important, an organization may decide to pay less than the
competition.
4. Create an incentive compensation plan
Paying for overall performance is a contentious issue. Proctor (2020), refers to a
compensation plan as a “total compensation plan”, that includes all of the compensatory
components of a company’s strategy, wages, salaries, benefits, and total terms of
payment. Employee compensation plans also include raise schedules, all fringe benefits,
and any union perks or vendor discounts provided by the employer.
5. Pay increases
The first thing you should do when budgeting for raises is to ensure that your task
descriptions and earning levels for each task are updated. If your earning levels have
become out of date, you must include a raise for everyone as a way to get your employees
back in line with your competition. For instance, Marie Stopes Zambia can determine a
fixed rate to pay all its employees a labor day award or bonus regardless of pay position.
6. Select payroll software
Having determined the reimbursement method, select a payroll software to ensure
effective implementation of the method. The payroll software must include all legal
obligations for the such as Pay As You Earn (PAYE) taxes that are a legal obligation in
Zambia, and contributions to the National Pensions Scheme(NAPSA).
Performance Appraisal System for Marie Stopes Zambia
The following steps are crucial for managers or bosses to take after purchasing a suitable
appraisal machine for their employees. The overall performance evaluation must be organized in

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such a way that it is easily communicable and understood by the target individuals within an
organization.
Step 1: Assessing the modern overall performance evaluation system
Evaluate the system to investigate the issues and problems that have arisen as a result of
using the personnel or the company resources.
Step 2: Identify the organization’s dreams
While the overall performance appraisal mechanism is being advised within the group,
the dreams and goals should be very clear. The evaluation machine must provide the required
answers.
Step 3: Establishing the overall performance goals.
It is a huge step and managers must be objective and capable of jotting down the most
desirable, realistic, overall performance goals for their employees.
Step 4: Decide how you want to present the comments
There must be clean tips that must be accompanied when comments or remarks are
passed directly to an employee. It must be consistent with the company’s culture and moral
values.
Step 5: Develop a disciplinary or termination procedure
Such codes are not communicated through verbal outbursts or written matter but rather
they are communicated and advanced to the employee through common sense, review of
company values, and movement of the top managers.
Step 6: Evaluate the overall performance of the worker

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The evaluation is not always beneficial when performed only once after a long time.
Personnel performance should be evaluated based on well-documented facts and daily
operations.
Step 7: Providing feedback
In the final step, the comments are given to personnel, and they must be capable of
pointing out the positive aspects of the individual and assisting them in locating their problems
and needed improvements.

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References
Bika, N. (2021, May 18). How to develop a recruitment plan. Retrieved September 6, 2021, from
https://resources.workable.com/tutorial/develop-recruitment-plan#:%7E:text=A%20skills
%20gap%20analysis%20will%20provide%20a%20general,daily%20sales%20targets%20to
%20hit%20their%20revenue%20goals.
Marie Stopes Internationational (n.d). Zambia. Retrieved September 6, 2021, from
https://msichoices.org/where-we-world/zambia/.
Partnership for Public Service. (2021). Strategic Recruitment plan. Retrieved from
https://ourpublicservice.org/wp-content/upload/2021/06/strategic-rectruitment-plan
report.pdf.
Proctor, P.(2020, September 22). How to create a desirable compensation plan. Retrieved
September 9, 2021, from https://www.businessnewsdaily.com/15831-create-
compensation-plan.html.