Staffing ACC's Philosophy

1
StaffingACC's Philosophy

• Maintain high Selection Standards
• Meet the Business Needs of the Company
• Short Term Long Term
• "Promote from within"
• Priority on internal recruitment
• not only the best candidate but also who can
  benefit most from one assignment
• "Equal Employment Opportunity"
• Promote international nature of its workforce

2
StaffingPolicy

• Planning
• Annual Budget
• Authorisation For Commitment
• Personnel Requisition Approval before recruitment
• Vacancies
• Job description Candidate Profile
• Job Posting
• Recruitment Process Responsibility shared by HR
  line management
• First level of supervision involvement
• Interviewers trained prepared

3
StaffingPolicy

• International Transfers Assignments
• European-wide
• Company-wide
• Salary Benefits
• In accordance with ACC's Compensation Policies
• Normally not negotiable

4
StaffingOutline of Staffing System

• Identify Staffing Needs
• Business Plans Authorisation For Commitment
• Staffing Review
• Identify Candidates
• Internally
• Staffing Review
• Job Posting
• Externally
• Candidate databases relation with Universities
• Advert / agencies
• Assess / Select
• Internally Development System Interviews
• Externally Psychological Assessments
  Interviews
• Recruit orient employee

5
StaffingRecruitment Process

• Planning / Establishment of recruitment need
• Annual budget
• Authorisation For Commitment
• Recruitment Initiation
• Job definition
• Personnel Requisition
• Approval according to budget or AFC
• Job Grading
• Definition of Candidate Profile

6
Staffing Recruitment Process

• Sourcing
• Internal
• Job Posting
• Staffing Review
• External
• Spontaneous candidates
• Old internships
• Targeted Universities / Institutions
• Job Fairs
• Advert Campaign
• National Employment Agencies ( if existing )
• Search Firm
• Design and Prepare the Hiring Team
• Minimum of Direct Supervisor, Manager HR
• Also Other Function representative, Colleague ...

7
StaffingRecruitment Process

• Consulting Services
• Search
• Management Assessment
• Psychotechnical Assessment ( for operators )
• Selection and recruitment
• Selection on C.V. or internal biographies
• Application form
• Interview Assessment
• References Checking Employment Eligibility
• Decision
• Medical Screening
• Work Contract
• Rejection Letters

8
StaffingRecruitment Process

• Orientation
• First day
• First few months
• Probationary Period
• Evaluation before end of the period
• Decision

9
StaffingManager Role

• Reviews his organisation
• Plans budgets
• Design Job Description Candidate Profile
• Gains the requested Approvals
• Shares the recruitment responsibility with HR
• Orients the new employee

10
StaffingH.R. Role

• Coordinates staffing plans
• Insures that approvals are delivered
• Approves the recruitment method
• Insures that interviewers are trained
• Shares the recruitment responsibilty with Manager
• Makes Salary / Benefits Offer
• Prepares contract

11
StaffingJob Description / Candidate Profile

• Job Description
• Check that Structure always matches organisation
  requirements
• Ensure consistency between epectations
  candidate's preferences
• Evaluate Job Grade
• Candidate Profile
• Recruit for more than the current Vacancy
• Employee Development within the Company
• Achieve other objectives
• reinforcing skills or technics within the team
• preparing replacement ...
• Design the Profile
• Ideal Experience Profile
• Ideal Personal Characteristics

12
StaffingJob Posting

• Supplement the Company's Career Development
  Programs
• Opportunity for all Employees to apply for
  Vacancy
• After 12 months in current Job
• After 18 months for Exempt
• Shorter delay if Supervisor Approval
• All Job Vacancies posted( Up to D Grade )
• all positions internal to a location
• Exempt positions European-Wide
• Exception to Policy
• Position assigned to employee affected by
  organisational Change or returning from leave of
  absence
• Position part of a specific Development Program
• Position part of a Job Ladder
• Position assigned in the best interests of
  Employee Company

13
StaffingBenefits of Job Posting

• To the Employee
• Opportunity to show his interest
• To get a clearer picture of the organisation
• To the Supervisor
• To get motivated Candidates
• To produce candidates not already identified
• To the Company
• To promote the management of one's own career
• To emphasize openness

14
StaffingOrientation

• Provide to new hired Employee
• Help to develop relationship with Supervisor
  Colleagues
• Clarification on role expected resources
• Undesrstanding of Company's Business, Mission
  Business Practices
• New Hire Interview ( not linked with probationary
  period )
• Confidential not mandatory
• Detect correct potential Issues
• Provide information on global Organisation
  Recruitment Process

15
StaffingExit Interview

• Encourage terminating Employee to share their
  Experience
• Strongly recommended but not mandatory
• Open Discussion
• Allows Organisation Supervision Improvements
• Broad Interview, not limited to reasons for
  leaving
• Conducted by HR communicated to Supervisor
  Management

16
Staffing Staffing Review Scope

• Review of Individuals Organisation
• Two Sorts of Review
• Review regularly an Organisation ( 12 - 24
  months )
• With a particular Focus or "Theme"
• Initiated by Senior Management ( not necessarly )
• Managed at different levels from bottom to top
• plant
• Europe-Wide
• Company-Wide ( not necessarly )
• Normally targeted to Exempt Employee

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StaffingStaffing Review Process

• Discuss Individuals
• Key Strengths
• In current Job
• Potential Characteristics
• Issues
• Weaknesses / Potential derailers
• Unknown Skills to be tested
• What Actions have been taken from last Review
• Specific Focus on Employees who have developed as
  far as they can on current Job need to move
• Identify Organisational Issues
• Competencies or lake of
• HeadCount suitability
• Shortage or Overflow of replacement Candidates
• Structure of organisation

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StaffingStaffing Review Outcomes

• Design Plans for Individuals
• What Experience and/or Training is necessary
  including Jobs
• Next possible Move Now or With Development
• Design Succession Planning
• Design Succession Chart for each Managerial
  Position
• Incumbent's Perspective N / WD
• List of replacement Candidates N / WD
• Specific Focus on Key Positions
• Design Plans for Organisation
• Plans for "Cascade Moves"
• Outside specific Recruitment
• Organisation Changes

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StaffingStaffing Review Roles

• Role of Manager
• Reviews his Employees ( refer Developing Employee
  ) organisation
• Communicates decision / plans to Employee after
  Review Completion
• Implement Plans
• HR Role
• Prepares Review
• Reviews
• Vacancy List
• Ad Hoc Assignments
• Short Term Assignments
• Monitors Tracks Development Placement Actions