Here is the Scenario for your Plan: You have just been promoted! You are working at the same organization but have been asked to take on a new role. If you are already the supervisor, you may still complete the assignment as stated, just thinking more perhaps from what you would like to add to your current organization if you could in terms of being able to add a new employee.
Pretend that you are a new supervisor at the organization where you currently work. Certainly, you have many ideas of how your organization could be better, more effective, and often this is in the addition of adding another person to your staff to help make the vision and mission come to life, or to enhance the organization’s ability to achieve goals. So, guess what, you have been just informed by your direct supervisor that you are going to be allotted one extra position or personnel member for the upcoming year. As the new supervisor, you have the choice of what this position will be and how this position will serve your organization in working towards the organization’s vision, mission, goals, and needs. You need to decide what this position will be and create an HR plan to bring this new person on board. Leadership/supervision is a complex endeavor and HR processes are key to successfully adding and keeping a new employee
Based on the assigned readings, your journal article, discussions, activities, lessons and assignments, develop a comprehensive HRD operation plan to accommodate this position that has goals, objectives, strategies, and an action plan for recruitment, selection, induction, retention, professional development, and performance appraisal related to the specific focus for your organization.You should refer to one of the evaluation tools embedded with our course in terms of why you would use this for the new employee or you may provide a copy of a different evaluation from your current organization.
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