8 hr planning & recruitment

HR PLANNING & RECRUITMENT

Planning and recruitment Strategic objectives HR Planning is the forecasting of HR

needs of an organization Recruitment is the process of attracting

applicants for the positions needed.

HUMAN RESOURCE PLANNING

Integration of HR planning with strategic business planning for competitive advantage and success

Planning Steps: Step 1: Environmental Scan Identification of threats and opportunities for

taking HR decisions More information; better understanding of

situation Tight labor market and Loose labor market IT & Global market


Step 2: Labor Demand Forecast Two methods are used Qualitative: Centralized method & Decentralized Method Delphi Technique Nominal Group Technique Quantitative Methods: Trend Analysis Regression Analysis

Delphi Technique Problem identification. Questionnaire formed. Experts identified. Questionnaire sent to

members for answers who return it back to the coordinator.

Results of questionnaire are analyzed and shared with members.

Comments again sought. Response compiled for second time. The process is repeated till a consensus is

obtained.


Step 3: Labor Supply Forecast Projection of resource availability Internal labor supply: from within the

organization, software, succession planning & promotion, resignations, Markov Analysis

External labor supply: from outside the organization, skilled and unskilled labor


Step 4: Gap Analysis Reconciliation of demand and supply Surplus or deficiencies Restructuring, downsizing, re-engineering Alternate arrangements: Temps Part time workers Telecommuters Employee leasing

Downsizing Downsizing is the process of reducing the

number of employees with the purpose of making the organization more efficient and responsive to the changes in its business environment. It results in more flat organizational structures, greater delegation of authority and responsibilities, improved communication within the organization and more functions being performed at the lower echelons in the organization, close to the points of interaction with the customers.

Things to consider Be transparent and objective Do not demoralize staff Should not be a hollow out exercise Remaining staff should not be

overburdened Important controls and functions should

not be compromised Image of the organization should be

protected Fresh appraisals/performance

competence should be done before downsizing`


Step 5: Action Programming Choice from available alternatives Internal or external programming Internal: job design, training, career

planning, promotions and compensations. Done due to shortage of personnel for key positions

External: done when specific competencies are not available with the current employer


Step 6: Evaluation Optimal number and quantity of employees to

achieve strategic objectives of the organization

For effectiveness of planning Deviations corrected Cost benefit analysis: productivity data,

turnover costs, cost of new recruits and training of existing employees

Determining long term objectives of the organization

RECRUITMENT

Starts once planning is done Three essential steps: Work/Job Analysis Time lapse data Yield ratio

A skilled recruiter should Possess knowledge about the job to be

filled Possess insight in the attributes and

qualities of the individuals to perform the job

Have knowledge of the sources and the means of attracting a range of suitable candidates

Possess skills to evaluate the candidates who are most suitable for the job

RECRUITMENT Job Analysis: Identification of critical skills required for

a particular job Job description and Personnel

specifications are made out of work analysis

Time and cost saving Right person for the right job

RECRUITMENT Time lapse data: Difference between two points Time the decision is made to fill the post Time the position is actually filled Helps HR planners to determine how long

a particular position takes to fill Online processes Time and cost

RECRUITMENT Yield Ratios or Percentage: To determine the number of available candidates

at a step compared to another For an advertised position 300 applications received 50 short listed 38 appeared for test 25 qualified for interview 10 were given job offers Future planning recruitment efforts No of applicants required to fill a position

INTERNAL & EXTERNAL RECRUITMENT

Internal Recruitment Advantages: 1) less costly (2) skills and

abilities of applicants known and (3) organizational commitment by employees who are promoted

Disadvantages: 1) old ways of doing things whereas org requires fresh blood and new ideas (2) entrenched skills, slow response to change (3) departments compete for same person (4) politics may influence hiring

INTERNAL & EXTERNAL RECRUITMENT

External Recruitment Advantages: 1) new recruits bring fresh

blood and new ideas to organization (2) no ownership of the past strategies, new strategies may be devised

Disadvantages: 1) negative impact on the morale and group cohesion of existing employees (2) new recruits take time to understand culture of the organization (3) costly exercise and (4) less data on external candidates

Succession PlanningSuccession Planning is an important HR function as it ensures availability of sufficient number of appropriately qualified and competent employees from internal sources to meet the future HR needs of the organization. Suitable employees are identified in the early stages of their careers and are groomed through a process of job rotation and training, to assume more responsible positions in the organization arising due to promotions, transfers, retirement or death of key employees.

Advantages Anticipation of HR requirements in

advance Identification of high-potential employees Career path planning of employees Managerial depth within the organization Internal promotion opportunities Reduction in risk of recruiting employees

from external sources Supply of capable successors Defined career path

Disadvantages Absence of fresh ideas Biases and personal preferences of

managers Limitation on the number of employees

to be promoted or transferred Complacency in some employees due to

assured promotion and seniority

METHODS OF EXTERNAL RECRUITMENT

CASUAL APPLICATIONS/WALK-INS REFERRALS ADVERTISING SEARCH FIRMS HEAD HUNTERS CAMPUS VISITS E-RECRUITING

Job Application Form JAF Basic education and skills required Evaluate work experience and job

requirement Enables to draw conclusions about

candidate’s suitability Enables to predict whether the applicant

will fit in the cultural and social structure Enables to reach a decision whether to

process the case further or not

Competencies for senior level positions

Communication competency Planning and Administrative competency Teamwork competency Strategic action competency Global awareness competency Self management competency

Director PR & MA Skills & Competencies

Good understanding of goals and objectives Understanding of the role of media channels Media relations and media contacts Excellent IPC Good management and organizational skills Working with senior management Handle tasks independently Leadership quality Proficient in website development and

management

HR Skills Data Base Recruitment : identify pool of candidates

with relevant skills set Training & Development : identify

deficiencies and weaknesses among the workers and organize trainings

Succession Planning : identify employees fit for promotions to higher levels or in new openings

Personnel Specification Education Experience Age Personal attributes Skills & Competencies Salary Other KASOCs

What should a job ad contain

Requirements of the job specifications Organization’s network, reputation,

working conditions, facilities etc Location where the job holder would be

posted Compensation package and benefits Name/designation and address of the

person to who the application should be sent

Employee Turnover Loss of confidential information Delays in work Loss of quality of products Cost of training new employees New employees require time Costs of ads, verification, medical exams

etc Insecurity among existing employees

Business

8 hr planning & recruitment