Most of us are familiar with job descriptions or job postings we see job advertisements. But what we don’t know is how do companies figure who to hire, what positions need to exist to help the company’s operations function better. The one who does that is department managers since they oversee the administrative and operations within the organization. They know whether an extra set of hands to help them function better. But hiring a new employee is not done right away.
There is a process to get approval for the company to hire a new employee. This is called a personnel requisition. If you are trying to create a personnel requisition form, read this article on how to do it. You can even try the sample templates provided below.
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What is a Personnel Requisition?
A personnel requisition or job requisition or manpower requisition as it is also called is a formal document in a company that is used to request to hire new employees. It outlines why the company needs to hire new employees into the organization and the budget needed for the new hires. All companies and organizations go through this process and it’s mostly department managers who make this request since they are in charge of overseeing the office operations.
How to Write a Personnel Requisition Form
Making an employee requisition form is simple to make. The document form typically includes the following:
- Job title
- Manager’s name
- Job longevity; if it is permanent or contractual, part-time or full time
- Salary range and hourly or monthly rate
- Start Date
- Indication if the hire is a new hire for a position, or a replacement, or a reallocation
- Reason for hiring a new employee
- Job description
- Job qualifications
- Budget for the job position
When making the personnel requisition form, remember these points to make sure your requisition is beneficial to the organization:
- Be realistic about the job requirements and qualifications needed for the position. If you’re too particular or picky, it will be hard for you to hire new employees. The effort and time and budget you set for the requisition are wasted. Be flexible and open-minded about the people you want to hire.
- Make sure that the employee you’re hiring for the new position provides a net gain for your business. This is important once you’re going to write your strong reason for bringing a new person to your company.
- Ask for help from your fellow colleagues to help convince executives to hire new people. Talk to other managers and ask them how beneficial a new employee can do in their respective departments. Let your colleagues support your decision through an endorsement to make your case much more convincing to executives that they will approve your requisition.
Who approves a job requisition?
Usually, it’s the main executives who approve the job requisition. But the Human Resource manager in your organization is the one responsible to review the request and check if the job duties and requirements aligned with the job position, and even give suggestions for the requisition for it to get approval.
What is the difference between a job description and a job requisition?
A job requisition is sometimes confused with job descriptions. And it’s not a surprise either. All three documents list down the job details and their duties and responsibilities. However, a job requisition includes an explanation of why the company needs to hire new employees. A job description and job posting don’t need to include that part.
If you got approval for your personnel requisition, then congratulations! The next step to do is once you’ve hired a new employee, it’s time to evaluate the positive changes and accomplishments the employee contributed to the company. You can measure the progress for a number of months up to a year. Executives will want to know what they can expect from new employees and how they can manage improvements in the company. If you want to start with writing a personnel requisition form now, use the free sample templates provided above. You can even customize it to your own liking!
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