Recruitment and Succession Planning
All organisations need a recruitment and retention policy to ensure, as a minimum, succession planning and cater for expansion as required.
There is a need to recruit people with little or no prior experience and to train them in the needs of the business. It is also necessary to seek out people with relevant prior experience to cater for new business demands. In addition, because of short-term peaks in workload, people may need to be employed on a contract basis or services may have to be brought in from professional companies for a specific period of time.
ESPA seeks to ensure that the company:
- Maintains an on-going level of recruitment of professionals to cater for short-, medium- and long-term business needs based on a framework of terms and conditions agreed with ESPA.
- Offers scholarships and support to staff to enable them to achieve professional status.
- Provides adequate training, development and support for career planning to enable the organisation to attract and maintain professionals of the highest calibre.
ESPA also recognises that Engineering Succession Planning and Development are fundamental in providing a competent resource pool to deliver business goals and address future challenges facing the energy sector. Such fundamentals need the joint support of management and representative bodies. ESPA is currently working with management in companies where our members are represented in order to incorporate such processes in a consistent manner.