In order to alleviate problems in the company associated with a shortage of employees, a personnel reserve is created.
This work is carried out directly by an employee of the Human Resources Service.
This employee, authorized by the head of the organization, examines the needs of the enterprise divisions for specialists. Based on the research, a personnel reserve is formed.
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During the analysis process, the company's divisions that need workers are studied, and positions that require the recruitment of specialists are identified.
When forming personnel, an authorized employee determines the criteria by which vacancies are opened . And also happens:
- creating a list of candidates;
- Conducting interviews of applicants for inclusion in the list;
- list approval;
- launching a recruitment program.
What is a personnel reserve
There are external and internal personnel reserves.
There are also varieties within them, in particular operational and perspective.
The internal operational list is made up of employees who replace senior managers and are ready to start work without additional training.
The promising list consists of employees with good potential for performing official duties, but they need to undergo additional training.
In the future, they can take vacant positions, but they must attend advanced training courses.
An external personnel list can be formed at the request of the company’s managers, that is, applicants from outside will be attracted to fill unfilled vacancies.
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The role of the personnel reserve in the organization
Every manager needs good employees, and preferably the best.
It is almost impossible to select such an employee for every open vacancy,
but choosing from your employees the most suitable one for a new vacancy is quite possible. This is precisely the essence of creating a personnel reserve at an enterprise.
Few people are willing to argue with the opinion that especially valuable employees need to be known by sight and periodically rewarded for success in their work activities. Some employees are key “links” of the production chain, others only accompany them, and their replacement by other people will not affect the organization’s activities in any way.
So, the creation of a personnel reserve pursues the following goals :
- Providing the enterprise with the necessary highly qualified specialists;
- Minimizing staff turnover among the most valuable employees;
- Incentivizing employees for more efficient production activities;
- Creating career growth opportunities for particularly successful employees.
Thus, the personnel reserve of an enterprise is those employees whose professional activities are the most successful.
It is these employees who are the main contenders for horizontal and vertical personnel changes.
In total, personnel reserve workers can be divided into 3 categories:
- Employees with a high level of performance of duties, whose labor potential is significantly higher than the requirements for the positions they occupy. This group also includes workers who are candidates for promotion (subject to the availability of the necessary vacancies for them).
- Valuable employees who conscientiously and efficiently perform their duties, but are not candidates for a career “take-off” due to the lack of suitable positions in the staffing table. In this case, incentive measures in the form of bonuses and other incentives should be applied to employees.
- If there is continuity at the enterprise, then the successors of managers and senior managers should also be included in the personnel reserve.
Tasks of the personnel reserve
Creating a reserve pursues objectives:
- identification of personnel potential;
- the opportunity to fill unfilled vacancies;
- promoting the continuity of the production process and its efficiency.
The question of which type of reserve will be formed in the company is within the competence of managers.
In this case, the following must be taken into account: employees who hold positions for a long time demonstrate an output of 80%. Those who just came to similar positions - about 30%.
It should be understood that in the process of performing their job duties, newly arrived workers gradually gain experience.
Inclusion in the personnel reserve: termination, not suspension of a service contract
Federal Law No. 116-FZ, as amended, set out Art. 39 of Federal Law No. 79-FZ .
Now this article, instead of “Termination and suspension of a service contract due to circumstances beyond the will of the parties,” is called “Termination of a service contract due to circumstances beyond the will of the parties.” So, according to the amendments, if certain circumstances arise, the service contract is no longer suspended, but terminated, while the civil servant is included in the personnel reserve, but only with his consent.
