HR planning is also known as manpower planning which is a dynamic process of analyzing the organization’s human resources needs under changing conditions and developing programs and policies necessary to satisfy these needs

Planning in HRM consists of:

• Furnishing the environment the necessities to attract and retain productive people

• Providing systems and procedures that will maximize the utilization of human time and potential

• Assisting the organization’s operating unit in meeting their objectives for the effective, economical use of human resources

Steps in HR Planning

• Establish organizational objectives and human resource needs

• Assess skills, interests and experience of current employees

• Analyze the future availability of employees

• Plan recruitment and development programs to meet future human resource needs

• Evaluate human resource planning program

Recruiting

is a process of developing a pool of qualified candidates for job vacancies

Why properly select employees?

• A competent worker is an asset to the company• Careless hiring is costly and can cause problems

to the organization• Organizational objectives are better achieved by

workers who have been properly selected• HR requirements vary from job to job• Individual have different interests, goals and

objectives in life• Labor laws protect employees, making it difficult

to fire incompetent and problem employees• People have varying degree of knowledge, skill

and aptitudes

Why Properly Select Employees?

Selecting Employees

• The factors that influence the organization’s selection process are the following:

a. size of the organization

b. types of job to be filled

c. Number of people to be hired

d. Outside pressures from unions

Five Common Interview Styles

• Structured interview – conducted with predetermined outline or checklist of questions

• Unstructured interview – with out the aid of checklist or outline

• Stress interview – is conducted to place the interviewee under pressure. The aim of this is to detect highly emotional person

• Panel interview – is conducted with two or more interviews

• Group interview – is conducted with several job applicants being questioned together in a group discussion

What to Ask During Interview?

• Credentials (courses, experiences)

• Opinions (applicants opinions about work related topics)

• Knowledge ( technical knowledge)

• Situational/behavioral questions Ask about possibilities “ what would you do if . . . ”

What are the tests being administered?

• Intelligence tests

• Proficiency and aptitude tests

• Vocational tests

• Personality tests

• Psychomotor test

• Physical examination – Almost all organization require physical and medical examination

• Final decision – If there will be more than one qualified person, a value judgment based on all the information gathered must be made to select the most qualified individuals

• Orientation – is a process of introducing new employees to the organization, work unit, and job

Some Tips in Hiring People

• Employ only the best qualified persons• Pay just and reasonable compensation• Help each employee to attain his/her

maximum potential• Promote from within• Recognize and reward for efficiency• Provide a wholesome and friendly

atmosphere for harmonious employee-employer relationships

Reference:

Managers’ Course UP Institute for Small Scale Industries , 2003