Overview
- Definitions.
- Benefits.
- Types of Temporary work available.
- Qualifications.
- Considerations.
The presentation will be covering the definition of a secretarial pool, the benefits of adding one to the organization, what types of work could be done by individuals in the pool, what there qualifications are and last but not least a few points to consider before making the final decession.
Secretarial Pool
- A secretarial pool shares secretaries among busy executives.
Secretarial pools have been around for almost a 100 years. The make up and skills of the secretaries have changed over the years. Now instead of just taking notes and writing letters they are also proficient in Microsoft office products including excel.
Why does the company need one?
- Method of strategic change.
- Minimize the effects of vacations and sick days.
- Expand the available skill set.
- Cost efficient. (Kraatz, Mathew S.; Zajac, Edward J; Sep.-Oct., 2001).
The company needs one for several reasons: it is a method of strategic change that will help the company stay competitive with in the industry. It will minimize the effects of vacation and sick days of other members of the secretarial staff and it will expand the available skills of the employees.
Types of Temporary Work
- Office Administration.
- Secretarial.
- Data Entry.
- Word Processing.
- Reception (Galunic, Charles and Anderson, Erin, Jan.-Feb., 2000).
There are many different types of work that can be done by members of the Secretarial Pool including Office Administration, Data Entry, Word Processing, and Reception work. These are only a sample of the possible positions and responsibilities that can be filled by these employees.
Qualifications of Employees
- High School graduation or equivalent.
- 2 years experience in office functions.
- Software proficiency – including Word and Excel.
- Demonstrated ability to work independently.
In order to make sure that the high standards of the company are met all members of the secretarial pool will meet the minimum qualifications and in most cases exceed them. These include a high school education, at least 2 years of experience in an office setting, software proficiency including word and excel and the demonstrated ability to work independently.
Why Carter’s Secretarial Association
- The candidates are thoroughly screened and vetted.
- This is a cost effective option.
- Will allow promotions to occur for our secretaries.
Carter’s Secretarial Association will ensure that the candidates are screened and vetted, are the most cost effective option and will allow high performing secretaries to be promoted to positions of more responsibility.
Considerations
- How many vacation and sick days do the secretaries currently take?
- How many secretaries could be promoted to a position with more responsibility?
- Are the necessary skills in the office to help it run as efficiently as possible?
Some important considerations before making this decision is how do unexpected sick days and vacation days interfer with the efficiency of the office? Are there any high performing secretaries that could be promoted to positions of more responsibility if there was backfill for there current position? Does the office run as efficiently as possible with the available skills in the office or are there additional skills that would increase productivity?
Conclusions
- Benefits – Provide increased skills and flexibility.
- Types of Temporary work available – would be able to fill any future need.
- Qualifications – all employees would be screened and vetted.
- Considerations – would be a positive impact on the company.
The benefits of this added service would increase the flexibility and additional skills for the office. Due to the different types of temporary work it would be possible to fill any future need. Due to the screening process before hiring the employees they will be have the necessary qualifications. This would be a positive change to the company.
References
- Kraatz, Mathew S.; Zajac, Edward J. How Organizational Resources Affect Strategic Change and Performance in Turbulent Environments. Organization Science. (2001) 12, 5, 632-657.
- Galunic, Charles and Anderson, Erin. From Security to Mobility: Generalized Investments in Human Capital and Agent Commitment. Organization Science. (2000) 11, 1,1-20.