What is de-recruitment and how to support it?

In the face of the crisis, companies face the challenge of recruiting current employment.

Activities related to radical recruitment are to lead to the optimization of human resources as a result of, inter alia, changes in the organizational structure of the company, reduction of employment surplus, changes in the nature of production or the most popular – cost reduction. Employment decisions are difficult and complex and require detailed analyzes of human capital and the company’s business strategy.

In the process of de-recruitment, questions are often asked to identify people to be employed: who is the least productive? Who has developed the least, or maybe not at all? Who has the lowest competences? and finally, who is the least valuable from the point of view of the organization’s business policy? Most often, answers to these questions are given based on intuition and experiences related to the employee’s employment history and on notes from spreadsheets to which employee analyzes and statistics are entered.

The Competence Matrix is ​​a tool for assessing employee competencies. Thanks to the weights of competences, it is possible to clearly define which skills are key from the point of view of the organization’s business strategy, and the weighted size of the employee shows his rank from the point of complexity of the activities. In addition, the employee potential report and the Human Capital Balance will allow for a detailed analysis of the competences held by employees and comparing them with employee profiles. Retaining the historicity of data allows for a reliable and objective picture of an employee in the recruitment process, which makes the process run in an emotional-free atmosphere.

Take advantage of the 21-day DEMO version and check how SkillBox supports employee management!

You can also use the Skills Matrix template, thanks to which you will systematize the competences of your employees!

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