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

RECRUITMENT,TRAINING AND DEVELOPMENT PLANS 2
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.