Aquatics Guide - 2022 - 7

casting the needs of their lifeguard
workforce. Forecasting involves estimating
the size and composition
of the workplace required to meet
an organization's objective. When
done well, forecasting will identify
several key concepts important for
the aquatics industry (e.g.,
predictability
and capacity to accommodate
turnover; the suitability of full-time,
part-time and casual roles; and annual
or cyclical fluctuations in staffing).
Currently, there is no assessment of
current workforce capacity, demand
or
supply
forecasting
processes.
These processes are important in an
effective HR forecasting procedure.
Improved HR forecasting will enable
ARCs to avoid short- and long-term
gaps in aquatic staff. ARC management
could consider forecasting
options, like using statistical methods
and historical trend analysis, to
predict needs. For example, forecasting
may show surges in usage during
the warmer summer months, exemplifying
the need for a greater workforce
during that time period.
ARC managers are not engaging
in a traditional job analysis during
the recruitment and selection process.
Proper job analysis helps ARC
managers to determine knowledge,
skills and attributes (KSAs) and
specific lifeguard roles and responsibilities
required by their ARC. Our
study found that managers compare
with other facilities to determine the
KSAs required by lifeguards. ARC
managers reported no need to complete
a job analysis because they believe
the roles and responsibilities of
a lifeguard are consistent and do not
change from one ARC to the next.
This approach suggests that all ARCs
are similar, yet it is likely that each
ARC has its particular characteristics
that impact its staffing needs.
For the most part, lifeguard participation
in the job analysis process is
not a widely recognized component
of the recruitment process. Current
lifeguard participation and contribution
to a job analysis is essential to
obtain accurate and important data
about their responsibilities. Engaging
lifeguards in the job analysis contributes
to " employee voice. " Employee
voice gives current lifeguards opportunities
to express authentic ideas,
concerns and perspectives. Thus,
current lifeguards can influence decisions
and processes in ARCs through
their feedback. Providing lifeguards
with a voice at the job analysis stage
is vital for instituting a happy, productive
and engaged workforce because
they can see their role is respected
and valued. A further value of this
process may help reduce unnecessary
lifeguard turnover.
Employer branding is the practice
Employee turnover is costly, but
costs can be minimized by improving
human resources processes.
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Aquatics Guide - 2022

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