Human Resources Management

Analytical Model Used to Determine Numbers and Types of Staff
Does your organization use an organizational model where position ratios are predetermined by the number of FTE (Full Time Equivalents) and job types?
As an example: ten front-line workers require one supervisor, plus one secretary; every 10 front-line teams requires one manager, one senior secretary, one finance position, and one HR position?
In one large organization, this approach was called a "consolidated administrative position" or "CAP" Model. The number of front line workers was determined by the number of clients. This approach seemed useful and appeared to be very logical.
Does your organization use a similar concept? If not, how does your organization determine the number and types of staff in the different work units? Is this type of tool useful for an organization to consider? What concerns would you have?

HR Ratio to Staff Numbers
Based on my experience, the ratio of HR positions in an organization appears to vary from 1:50 to 1:250. I suspect that the ratio varies based on the organization's scope, size, complexity, and industry. There may also be other factors that influence the ratio including the number and type of services provided by the HR department.
I also suspect that the use of technology, the HR Model (centralized, decentralized, shared services, etc.), and the business environment could impact the ratio.
Notwithstanding the number of variables, what is a reasonable ratio for a full service HR Department?

Recruiting: Death of the Paper Resume
I have noticed that many organizations will only accept electronic applications and resumes. I have also found that many of the electronic recruitment systems used by these organizations are less than perfect. Some of such systems are poorly designed and very complicated and may make an applicant decide to quit the application process. Many such inadequate recruitment systems essentially force applicants to retype their resumes based on a predetermined format, which often does not allow the candidate to attach their existing resume and/or covering letter.
Is it possible that organizations are missing out on skilled applicants? Should organizations still allow applicants to submit "paper" resumes? If you keep the process simple, will the end results be better?
Does a poorly designed electronic recruitment system cost the organization time and money? Do these systems discriminate against older applicants?

The Role of the Recruiter in an Effective Recruitment and Selection Process
Effective recruitment and selection...Role of Recruiter?

When we talk about the effectiveness of the recruitment and selection process, most of us think about assessing the candidate's competences.

In my opinion, the result or success of the selection process does not depend on the candidate's skills and experience only.
We need to also consider these procedures from the point of view of the candidate:
- Does the recruiter's behavior make any difference?
- What is the impact of stereotypes?
- How can incorrect HR practices influence the decision of the candidate?

So my question is: in what ways does the recruiter affect the recruitment and selection process?

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