First Assessment – Diploma in Human Resources

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1. 1. Stages of the Recruitment Processes
   1. Staffing Plans:
   Before recruiting, businesses must execute proper staffing strategies and projections to predict how many people they will require. This plan allows H.R.M to see how many people they should hire based on revenue expectations and can also include the development of policies to encourage multiculturalism at work.
   Once the HR manager has completed the needs assessment and knows exactly how many individuals, what jobs, and when they need to be hired, he or she may begin recruiting.
   2. Develop Job Analysis
   Job analysis is a formal system developed to determine what tasks people perform in their jobs. The information obtained from the job analysis is utilised to create the job description and job descriptions.
   3. Write Job Description
   The next stage of the recruitment process is to develop a job description, which should outline a list of tasks, duties, and responsibilities of the job.
   4. Job Specifications Development
   A job description is a list of a position’s tasks, duties, and responsibilities. Position specifications, on the other hand, outline the skills and abilities required for the job. The two are tied together as job descriptions are usually written to include job specifications.
   5. Know laws relation to recruitment
   One of the most important parts of H.R.M is to know and apply the law in all activities the HR department handles. Specifically, with hiring processes, the law is very clear on fair hiring that is inclusive to all people applying for a job. Given this, it is the responsibility of the HR professional to research and apply the laws relating to recruitment in their respective industry and country. 
   6. Develop recruitment plan
   A successful recruitment plan includes actionable steps and strategies that make the recruitment process efficient. Although it might seem easy, recruitment of the right talent at the right place and at the right time takes skill and practice, but more importantly, it takes strategic planning. HR professionals should develop a recruiting plan before posting any job description.
   7. Implement a recruitment plan
   This stage requires the implementation of the actions outlined in the recruitment plan.
   8. Accept Applications
   The first step in selection is to begin reviewing résumés. But even before you do that, it’s crucial to create standards by which you’ll evaluate each applicant. Both the job description and the job requirements might provide this information.
   9. Selection process
   This stage will require the HR professional to determine which selection method will be used. The next step of the selection process is to determine and organize how to interview suitable candidates.

   2. Overview of the Selection Process
   1. Criteria development: The interviewing procedures, such as defining criteria, examining resumes, developing interview questions, and weighing the prospects, should be thoroughly taught to everyone involved in the hiring process.
   The first step in the selection process is to plan the interview procedure, which includes developing criteria. Choosing which information sources to utilize and how to grade those sources during the interview is part of the generating criteria process. The criteria selection should be related directly to the job analysis and specifications. By developing the criteria before reviewing any resumes, the HR manager or manager can be sure if they are being fair in selecting people to interview. Some organisations may need to develop an application information sheet. Most of these are completed online and include details about the candidate, education and previous job experience.
   2. Application and Resume/CV Review:
   Once the criteria have been developed (step one), applications can be reviewed. People have different methods of going through this process, but there are also computer programs that can search for keywords in resumes and narrow down the number of resumes that must be looked at and reviewed.
   3. Interviewing: The HR manager and/or management must choose those applicants for interviews after determining which applications match the minimal requirements. Most people do not have time to review twenty or thirty candidates, so the field is sometimes narrowed even further with a phone interview.
   4. Test Administration: Various exams may be administered before making a hiring decision. These consist of physical, psychological, personality, and cognitive testing. Some businesses also do reference checks, credit reports, and background checks.
   5. Making the Offer: The last step in the selection process is to offer a position to the chosen candidate. Development of an offer via e-mail or letter is often a more formal part of this process. 
   Interview Methods used in the selection process
   1. Traditional Interview: This type of interview usually takes place in the office. It consists of the interviewer and the candidate, and a series of questions are asked and answered.
   2. Telephone Interview: A telephone interview is often used to narrow the list of people receiving a traditional interview. It can be used to determine salary requirements or other data that might automatically rule out giving someone a traditional interview.
   For example, if you receive two hundred resumes and narrow these down to twenty-five, it is still unrealistic to interview twenty-five people in person. At this point, you may decide to conduct phone interviews of that twenty-five, which could narrow the in-person interviews to a more manageable ten or so people.
   3. Panel Interview: A panel interview takes place when numerous persons interview the same candidate at the same time. While this interview style can be stressful for the candidate, it can also be a better use of time.
   Consider businesses that want three to four persons to interview job candidates. It makes sense for them to be interviewed by everyone at once because it would be unreasonable to ask the candidate to come in for three or four interviews.
   4. Information Interview: Informational interviews are typically conducted when there isn’t a specific job opportunity, but the applicant is looking into potential career paths. These kinds of interviews have the advantage of helping employers find excellent individuals before a position opens up.
   5. Group Interview: Two or more candidates are interviewed concurrently during a group interview. This type of interview can be an excellent source of information if you need to know how they may relate to other people in their job.
   6. Video Interview: Video interviews are the same as traditional interviews, except that video technology is used. This can be cost saving if one or more of your candidates are from out of town. Skype, Zoom or Google Meets for example, allows free video calls. An interview may not feel the same as a traditional interview, but the same information can be gathered about the candidate.
   2. Compare and contrast methods such as behavioral interviews, situational interviews, and panel interviews.
   1). Situational Interview Questions: Situational questions are based on hypothetical situations. These might be interview scenarios that mimic work environments. This kind of inquiry evaluates the candidate’s ability, knowledge, experience, and judgement.
   Examples of situational interview questions might include the following:
   – What would you do if you caught someone stealing from the company?
   – A coworker has told you she called in sick three days last week because she decided to take a vacation. What would you do?
   – You disagree with your supervisor on her handling of a situation. What would you do?
   2). Behaviour Description Interview Questions: In this sort of interview, the premise is that someone’s past experiences or behaviours are predictive of future behaviour. These types of questions tend to assist the interviewer in knowing how a person would handle or has handled situations.
   Examples of behaviour description interview questions might include the following:
   – Tell me about a time you had to make a hard decision. How did you handle this process?
   – Give an example of how you handled an angry customer.
   – What accomplishments have given you the most pride and why?
   3. Panel Interview: A panel interview takes place when numerous persons interview the same candidate at the same time. While this interview style can be stressful for the candidate, it can also be a better use of time.
   Consider businesses that want three to four persons to interview job candidates. It makes sense for them to be interviewed by everyone at once because it would be unreasonable to ask the candidate to come in for three or four interviews.
   3. Highlight the considerations for choosing the most appropriate method for different roles
   1) Interview questions about national origin, marital status, age, religion, and disabilities are illegal. To avoid any legal issues, interviewers need to be trained on which questions cannot be asked.
   2) Listen to the candidate and try to develop a rapport with them. Effective interviewing involves active listening and building a connection with the candidate.
   3) Understand how nervous they must be and try to put them at ease. Job interviews can be nerve-wracking for candidates, so interviewers should be empathetic and considerate of their feelings.
   4) Be realistic about the job. Do not try to paint a “rosy” picture of all aspects of the job. Being truthful up front enables an applicant to understand exactly what they will face once they start their work.
   5) Be aware of your stereotypes and do not let them affect how you view a potential candidate. As an Interviewer, you must be aware of your own biases and preconceived notions.

   4. Significance of communication in the field of HRM
   Our communication styles can influence how successfully we communicate with others, how well we are understood, and how well we get along. Communication plays an essential role in H.R.M.
   However, mind that no one person “always” has one style. Depending on the situation, we can adapt our style. The better we communicate, the more we grasp our dominant communication style and the styles of others. Thus, strong communication skills are invaluable for those working in HR professions.
   There are four main types of communication. Given below is a description of them:
   1. Expresser: People with an expresser communication style tend to get excited. They like challenges and rely heavily on hunches and feelings. Depending on the type of business, this can be a downfall as sometimes hard data should be used for decision-making purposes.
   2. Driver: People with a driver style like to have their way and tend to be decisive. They have strong viewpoints, which they are not afraid to share with others.
   3. Relater: People with a relater personality prefer positive attention and desire to be treated with respect. They want others to care about them and treat them well. They appreciate friendships by fostering an environment where people can feel at ease with one another will help them interact effectively with them.
   4. Analytical: People with analytical communication styles will act deliberately and ask countless inquiries. They dislike being forced to make a decision and want to be regimented. They can be identified by the large number of questions they ask.
   Listening: Listening is another significant part of communication. There are three main types of listening:
   Competitive or combative listening -occurs when we are focused on sharing our point of view instead of listening to someone else.
   Passive listening- happens when we are interested in hearing what the other person is saying and assume we hear and understand what the person says correctly without verifying.
   Active Listening
   Generally speaking, active listening tends to work best in practice as it provides feedback. Active listening involves four phases
   Sensing: earing, seeing, and receiving verbal and nonverbal aspects of the message
   Nonverbal language accounts for a large part of communication. It is easier to have misunderstandings without seeing and hearing nonverbal clues.

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2. Question 1
   1. The Human Resource manager is involved in making the goals and objectives 9f the organization to be accomplised
   2. He is inbolved in the selection process
   3. The HR is imbolved in the interview a d recruitment process.
   4. The HR ensures that the workers are happy in their jobs.
   Question 2
   1. It helps the organization to know the mindset of the employees towards their jpbs.
   2. It creates a cordial relatiinship between the HR and the employees.
   3. It creates a good working environment for the workers.
   4. It bring about a fair treatment to workers in which they can easily express their feelings and mind.
   Question 7
   1. Advertisement of adverts
   2. Collection of resumes
   3. Interview
   4. Board meeting to choose the person that best fits the jobs.
   Question 6
   1. Traditional Interview: This happens in an office between the HR and the person being interviewed. It incudes face to face conversations.
   2. Behavioural Interview: This involves asking question about the past to know how he or she can handle future experiences. This help the employer know his or her problem solving skills.
   3. Panel Interview: This happens when group of managers interview the individual at the same time. It makes it easier to know the analytical skills of the individual

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3. Question 5
   Here are the essential stages in the recruitment process:

   *I. Planning and Approval (Needs Identification)*

   – Identify staffing needs and obtain approval from management.
   – Define the job requirements, responsibilities, and specifications.
   – Determine the recruitment budget and timeline.

   *II. Job Description and Specification*

   – Develop a detailed job description outlining the key responsibilities and tasks.
   – Create a job specification that highlights the required skills, qualifications, and experience.

   *III. Sourcing and Advertising*

   – Utilize various recruitment channels, such as job boards, social media, employee referrals, and recruitment agencies.
   – Advertise the job vacancy to attract potential candidates.

   *IV. Application and Screening*

   – Receive and review applications, resumes, and cover letters.
   – Conduct initial screening to shortlist candidates based on their qualifications, experience, and fit for the role.

   *V. Selection and Assessment*

   – Conduct interviews, assessments, and tests to evaluate the shortlisted candidates.
   – Use various selection methods, such as behavioral-based interviews, skills tests, and presentations.

   *VI. Reference Checking and Verification*

   – Verify the candidate’s previous employment, qualifications, and references.
   – Conduct background checks, if necessary.

   *VII. Job Offer and Onboarding*

   – Extend a job offer to the selected candidate, including salary, benefits, and terms of employment.
   – Facilitate the onboarding process, including orientation, training, and introduction to the team.

   *VIII. Evaluation and Follow-up*

   – Evaluate the recruitment process to identify areas for improvement.
   – Monitor the new hire’s performance and provide feedback to ensure a smooth transition.

   Significance of each stage:

   1. *Planning and Approval*: Ensures that the recruitment process is aligned with organizational goals and objectives.
   2. *Job Description and Specification*: Provides a clear understanding of the job requirements and responsibilities.
   3. *Sourcing and Advertising*: Attracts a diverse pool of qualified candidates.
   4. *Application and Screening*: Identifies the most suitable candidates for the role.
   5. *Selection and Assessment*: Evaluates candidates’ skills, experience, and fit for the role.
   6. *Reference Checking and Verification*: Ensures the candidate’s credentials and qualifications are genuine.
   7. *Job Offer and Onboarding*: Secures the candidate’s acceptance and facilitates a smooth transition into the organization.
   8. *Evaluation and Follow-up*: Continuously improves the recruitment process and ensures the new hire’s success.

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4. Question 2
   Communication is the cornerstone of Human Resource Management (HRM). Effective communication plays a vital role in the success of HRM practices, as it enables the exchange of information, ideas, and feedback between employees, management, and other stakeholders. The significance of communication in HRM can be seen in the following ways:

   *Strategic Alignment*

   1. *Aligns employees with organizational goals*: Communication helps employees understand the organization’s mission, vision, and objectives, ensuring everyone works towards a common purpose.
   2. *Facilitates change management*: Effective communication helps employees adapt to changes, such as new policies, procedures, or restructuring.

   *Employee Engagement and Relations*

   1. *Builds trust and rapport*: Open and honest communication fosters trust between employees, management, and HR, leading to stronger relationships and a positive work environment.
   2. *Resolves conflicts and grievances*: Communication helps address employee concerns, resolve conflicts, and prevent grievances from escalating.

   *Talent Management and Development*

   1. *Supports performance management*: Regular communication between employees and managers ensures that performance goals are clear, progress is monitored, and feedback is provided.
   2. *Facilitates training and development*: Communication helps identify training needs, promotes development opportunities, and ensures that employees are equipped with the necessary skills and knowledge.

   *Compliance and Risk Management*

   1. *Ensures compliance with policies and procedures*: Communication helps employees understand organizational policies, procedures, and regulatory requirements, reducing the risk of non-compliance.
   2. *Mitigates risks*: Effective communication helps identify and address potential risks, such as workplace hazards, harassment, or discrimination.

   Challenges that might arise in the absence of clear communication include:

   1. *Misunderstandings and miscommunication*: Lack of clear communication can lead to confusion, errors, and conflict.
   2. *Low employee engagement and morale*: Poor communication can result in employees feeling disconnected, undervalued, and demotivated.
   3. *Inadequate compliance and risk management*: Ineffective communication can lead to non-compliance with policies, procedures, and regulatory requirements, increasing the risk of legal and reputational issues.
   4. *Poor talent management and development*: Lack of clear communication can hinder employee growth, development, and retention, ultimately affecting the organization’s competitiveness and success.

   In conclusion, effective communication is essential to the success of HRM practices. It enables the alignment of employees with organizational goals, builds trust and rapport, supports talent management and development, and ensures compliance with policies and procedures. By prioritizing clear and effective communication, organizations can overcome challenges, achieve their goals, and succeed in today’s fast-paced and competitive business environment.

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5. Question 1
   An HR (Human Resources) manager plays a crucial role in an organization, overseeing various aspects of employee management, development, and welfare. The primary functions and responsibilities of an HR manager include:

   *Recruitment and Hiring*

   1. *Job analysis and description*: Define job roles, responsibilities, and requirements.
   2. *Candidate sourcing and selection*: Attract, screen, and select qualified candidates.
   3. *Interviews and assessments*: Conduct interviews, skills tests, and background checks.

   *Employee Onboarding and Development*

   1. *New employee orientation*: Welcome and introduce new hires to the organization.
   2. *Training and development programs*: Design and implement training programs to enhance employee skills and knowledge.
   3. *Performance management*: Establish performance goals, monitor progress, and provide feedback.

   *Employee Relations and Communications*

   1. *Employee engagement and retention*: Foster a positive work environment, recognize employee achievements, and address concerns.
   2. *Conflict resolution*: Mediate disputes, address grievances, and ensure fair treatment.
   3. *Communications*: Develop and disseminate HR-related information, policies, and procedures.

   *Benefits Administration and Compensation*

   1. *Benefits design and administration*: Develop, implement, and manage employee benefits programs (e.g., health insurance, retirement plans).
   2. *Compensation and salary administration*: Design and manage compensation structures, including salary ranges, bonuses, and incentives.

   *Compliance and Risk Management*

   1. *Labor law compliance*: Ensure adherence to relevant laws, regulations, and industry standards (e.g., employment equity, health and safety).
   2. *Risk management*: Identify, assess, and mitigate potential risks related to employment practices and workplace safety.

   *Strategic Planning and Analytics*

   1. *HR strategy development*: Align HR initiatives with organizational goals and objectives.
   2. *Workforce planning and analytics*: Analyze HR data to inform decision-making, identify trends, and measure HR program effectiveness.

   Examples of how these responsibilities contribute to effective human resource management:

   1. *Improved recruitment and retention*: Effective recruitment and hiring processes, combined with robust onboarding and development programs, can lead to increased employee satisfaction and reduced turnover.
   2. *Enhanced employee engagement*: Regular communication, recognition, and feedback can foster a positive work environment, boosting employee morale and productivity.
   3. *Compliance and risk mitigation*: Proactive compliance with labor laws and regulations, as well as effective risk management, can minimize the risk of legal issues, reputational damage, and financial losses.
   4. *Data-driven decision-making*: Analyzing HR data and metrics can inform strategic decisions, such as workforce planning, talent development, and benefits design.

   By fulfilling these responsibilities, HR managers play a vital role in supporting organizational success, promoting employee well-being, and driving business growth.

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6. Thanks for sharing. I read many of your blog posts, cool, your blog is very good.

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7. Hello! I’m Olom Solomon Abang below are my attempts at answering at least 4 questions as prescribed and instructed by Dexa Academy.

   Below are questions and answers to my attempts.

   1. What are the primary functions and responsibilities of an HR manager within an organization? Provide examples to illustrate how these responsibilities contribute to effective human resource management.

   The primary functions and responsibilities of an HR manager within an organization include recruitment, talent management, benefits administration, employee relations, and compliance. For example, an HR manager’s responsibility to recruit and hire top talent contributes to effective human resource management by ensuring that the organization has the skills and expertise needed to achieve its goals.

   2. Explain the significance of communication in the field of Human Resource Management. How does effective communication contribute to the success of HRM practices, and what challenges might arise in the absence of clear communication?

   Effective communication is crucial in Human Resource Management as it enables HR managers to convey important information to employees, management, and other stakeholders. Clear communication contributes to the success of HRM practices by promoting employee engagement, reducing misunderstandings, and facilitating smooth organizational change. In the absence of clear communication, challenges may arise such as low employee morale, high turnover rates, and decreased productivity.

   3. Outline the steps involved in developing a comprehensive compensation plan. Consider factors such as market trends, internal equity, and employee motivation. Provide an example or case study to illustrate your points.

   The steps involved in developing a comprehensive compensation plan include:
   (1) conducting market research to determine competitive salary ranges, (2) analyzing internal equity to ensure fair pay practices,
   (3) identifying employee motivation factors,
   (4) designing a compensation structure,
   and (5) communicating the plan to employees. For example, a company may conduct market research to determine that the average salary for a software engineer in their location is $1,000 per year. They may then analyze internal equity to ensure that their own software engineers are paid fairly compared to other employees in the company.

   4. Enumerate and briefly describe the essential stages in the recruitment process. Highlight the significance of each stage in ensuring the acquisition of the right talent for an organization.

   The essential stages in the recruitment process include:
   (1) job analysis and job description, (2) sourcing and advertising,
   (3) application and screening,
   (4) interviewing and assessment, and (5) job offer and onboarding.

   Reply

8. Question 3 Answers.

   Types of performance appraisals

   – Management by objectives:The advantages of this is the open communication between the manager and the employee
   – Work standard approach
   – Behaviorally Anchored Rating Scale(BARS)
   – Critical incident appraisals.
   – Graphic rating scale
   – Checklist scale
   – Ranking.

   Question 1 Answers

   Steps needed to prepare Training and Development plans

   – Needs Assessment and learning objectives.
   – Consideration of Learning styles.
   – Delivery Mode
   – Budget
   – Delivery Style
   – Audience
   – Timelines
   – Communication
   – Measuring Effectiveness of Training.

   Through Training and Development Plans, Employees are Trained and Skills are Developed to foster Leadership Development,succession planning and workforce readiness.

   The training and development plans also help employees in new skills acquisition and practice and individual skills for career development,thereby contributing to employee development needs.

   Question 4 Answer

   To have an effective discipline process follow the following guidelines.

   – Rules and regulations should be written down clearly.
   – It should be related to safety and productivity of the organization
   – Managers and HR should outline rules clearly during training.
   – Rules should be revised periodically as the organization’s needs changes.

   b. Importance of fairness in managing employee discipline;

   Trust and transparency:A fair discipline process fosters trust between employees and management.It also enhances transparency,showing the organization’s commitment to just practice and making policies clear to everyone.

   Question 7 Answer

   This are list some of the various types of Retention Strategies that can Motivate and Retain Employees;

   – Salary and Benefits
   – Training and Development
   – Performance Appraisal
   – Succession Planning
   – Flex Time, Telecommuting and Sabbatical
   – Management Training
   – Conflict Management and Fairness
   – Job Design, Job Enlargement and Employment.

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9. Question no 4
   The essential stages of recruitment process are
   Staffing plans: business must execute proper staffing strategies and projections to predict how many people they will require before recruiting.

   Develop job Analysis: it’s a system that describes or determines what task people perform in their jobs
   Write the job description;
   The job description should outline the tasks,duties,and responsibilities of the job.
   Job specifications development:
   Outlines the skills, abilities required for the job.
   Laws relating to recruitment
   Hrm should know and apply laws in all activities to avoid breaking and impending on peoples right.
   2b
   The significance of staffing plans is to know how many people are to be recruited to avoid over staffing
   Significance of job Analysis
   It’s to know what task the candidates are to perform in their jobs.
   Job specifications significance is to outlines the skills and abilities needed by the candidates to perform a job
   The significance of knowing the law is to avoid asking personal questions that can lead to discrimination
   The importance of developing a recruitment plan is to make sure actions,steps,and strategies are put in place to make recruitment efficient.
   Question no 5
   Recruitment strategies are methods or ways to search for qualified candidates for employment
   Some examples of the recruitment strategies are
   1) the recruiters: some organizations have specific people that focuses on recruiting potential and valuable candidates eg are executive search firms, temporary staffing firms and corporate recruiters.
   2) campus recruiting: this form of recruitment focuses on entry level positions,eg universities provide people with formal training in specific field but they lack experience.
   3) Professional Associates: they are professional bodies that can fish out potential candidates to companies.
   4) websites: websites are used to get candidate’s where their resumes are sent through the websites and it’s narrowed down to few qualified candidates being called for physical interview
   5)social media: here the availability of a role is being advertised and interested candidates sends in their CV.
   5b
   Advantages of recruitment strategies it brings in potential and crucial candidates from all over the world with experiences that can expand the company if the right employee is being employed
   It reaches to but skilled and unskilled candidates with experiences
   It gets to a larger glove of people example is using social media to get people.
   Disadvantages of recruitment strategies is both qualified and unqualified candidates might be selected and causes waste of time and resources.
   Question no 7
   Interview methods are
   Traditional interview: this takes place in a office between the interview and the candidate
   2)Telephone interview: is the same as traditional interview where questions will be asked and answered by the candidates with the use of technology.
   3)panel interviews:
   It involves one candidate and various interviewer interviewing the candidate are the same time.
   4) Information interview: they are conducted when there is no job vacancies but d applicants is looking for potential career paths
   5) Group interviews consists of numerous candidates being interviewed at the same time
   6) video interview: is the use of technology for interviews such as Skype,or zoom
   7b
   Behavioral interviews talks about peoples past experiences or behaviors while situational interviews talks about hypothetical situations, it’s evaluates the abilities, knowledge and experience of the candidates.
   While panel interviews is one candidate and numerous interviewers.

   I will consider using telephone interviews if the candidates are too much and when they have reduced I will consider using traditional interviews methods and choosing the right candidates then panel interview will be best.

   Question no 1
   The key responsibilities and and functions of Hrm in organizations are
   1)Recruitment and retention plans
   2)Create and design job description
   3) onboarding and training
   4) talent retention
   5) performance evaluation and management
   6) Managing employees payroll,benefits,leaves, and handles disciplinary actions

   Reply

10. 1.The primary functions and responsibilities of an HR manager are:
    a.Recruiting and hiring.
    b.Employee relations.
    c.Compliance.
    d.Employee engagement.
    e.Benefits and compensation.
    f.Diversity and inclusion.
    g.Exit management.

    2.Communication is critical in HR management because it helps;
    I.Build trust:Effective communication helps employee trust their employers.
    II.Improve engagement: Employees who feel included in workplace communication are more productive and are less likely to leave their jobs.
    III.Convey important information.
    IV.solve problems.

    2B.Lack of communication can lead to;
    I.Conflict.
    II.Underperforming work force.
    III.Policy non-compliance.
    IV.Low morale.

    3.Steps involved in developing a comprehensive compensation plan are;
    I.Develop a compensation philosophy.
    II.Gather relevant data from multiple sources.
    III.Benchmarking external to internal positions.
    IV.Create a job description for each position.
    V.Develop the pay structure.
    VI.Establish the cost of the pay structure.
    VII.Document the compensation plan
    VIII.Implement and evaluate the plan

    4.Key steps to developing a recruitment strategy are;
    I.Refer to staffing plan.
    II.Confirm the job analysis is correct through questionnaires.
    III.Write the job description and specifications.
    IV.Review internal candidate’s experience and qualification for possible promotions.
    V.Determine the best retirement strategies for the position.
    VI.Implementing a recruiting strategy.

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