Staffing of Operations Personnel

Miller, D. O.
Organization: Society for Mining, Metallurgy & Exploration
Pages: 4
Publication Date: Jan 1, 1986
The effective staffing of personnel in a new concentrator facility is a key factor in the success of the operation. By selectively recruiting quality individuals, a company is in a strong position to build a positive work ethic which will become an integral part of it's culture. And culture, which is a set of standards that all employees work to uphold, is that intangible as- set that often determines whether or not a company will survive during difficult economic times. Recruiting and placement of personnel in a concentrator facility requires an emphasis on planning. Management must carefully analyze the following elements when designing a hiring plan: 1. Number of positions 2. Hiring schedule (timetable) 3. Critical positions 4. Lead-time for trainee posit ions 5. Characteristics of the ideal workforce This presentation will focus on a proven system that is efficient (and yet simple) for achieving a new concentrator facility's manpower requirements. IDENTIFYING THE STAFFING NEEDS As previously stated, the key to staffing is planning. Management will find that a basic manpower chart will provide the hiring schedule to meet deadlines. In fact, this system begins with a manpower chart (Figure 1). The chart basically works in reverse of the hiring requirements: the last scheduled hire is the first job on the list. This approach ensures that the company will not find itself compressed against the facility start-up date. A cardinal rule in recruiting a workforce is to allow sufficient time to orient and train employees to the procedures and culture of the system. Problems in selection of personnel begin when the hiring program is short-circuited for timing reasons. The quality of employee selected invariably suffers accordingly. The second section is the key to the success of the manpower program. This is the latest date by which a formal recruiting effort must begin in order for the hire date to be met. Leadtimes are usually as follows: 1. 90 days for company transfer positions 2. 60 days for experienced new hire positions 3. 30 days for trainee positions
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