Chapter- I -Planning and Recruitment

8/3/2019 Chapter- I -Planning and Recruitment

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Human resource planning

CHAPTER I


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Systematically forecasts an organizations futuredemand for and supply of employees

Process for determining and assuring that theorganization will have an adequate number ofqualified persons available at the proper time,performing jobs which meet the needs of theenterprise and which provide satisfaction for theindividuals involved

If the organization is not staffed with the rightnumber and type of people, strategic, operationaland functional goals may go unmet


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There is no single right approach to HR planning,nor it is static

An ongoing process

Management assume that it could always obtain thepersonnel it required whenever it needed them, forthe most part firms did not engage in formal humanresource planning

Formal personnel planning is essential forcorporations


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Reasons for HR Planning

1. Future personnel needs

2. Coping with change: competitive forces, markets,technology, products and government regulationetc changes and generate changes in job content,skill demands , number and types of personnel

3. High talent personnel

4. Strategic planning: modern companies engagewith the strategic planning, and HR planning is an

essential component for strategic planning


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Reasons for HR Planning

5. Equal employment opportunity

6. Foundation for personnel function:personnel planning provide essential

information for designing and implementingpersonnel activates such as recruitment,selection, transfers, promotions, layoffs and

training


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Human Resource Planning ProcessExternal Environment

Internal Environment

Strategic Planning

Human Resource Planning

Forecasting

HumanResourceRequirements

Comparing

Requirementsand Availability

Forecasting

Human ResourceAvailability

Surplus ofWorkers

Demand =Supply

No Action Restricted Hiring,Reduced Hours,Early Retirement,Layoff, Downsizing

Shortage ofWorkers

Recruitment

Selection


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HR Planning process

HR planning should be tied with the longrange planning of the organization

1. Goals and plans of organization

2. Current human resource situation

3. Human resource forecasting

4. Implementation programs

5. Audit and adjustment


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Goals and plans of organization

HR staff cannot make useful plans, unless they havedata on possible corporate expansion, newproducts, new plants, new markets and so on

Analyze and evaluate environmental influences Strategic planning, public policy, social trends,

economic conditions, technology, marketsconditions, strengths and weaknesses of

organization, projected outputs for planning periods


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Current Human Resource Situation

Preparing an inventory called skill inventory or amanpower information system

Skill inventory consists of up to date information

regarding the qualification of selected categoriesof personnel

Skill inventory: number of people grouped by job,department, organization level, location, age,

education in service training completed andperformance


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Human resource forecasting

Present workforce, project requirement and layoffs,promotions and quits for planning periods

Demand for people: translate plans and forecast for

organization into demand for employees forplanning periods

Comparison of demand with supply

Generally manpower planners must use a Varity of

techniques to project future personnel need


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Currentpersonneldate-----

Retirements

Otherlosses

Totallosses

Estimatedpersonnelavailable

Managerial

Level 5

4

32

1

1

6

3497

185

1

1

615

20

0

0

16

34

1

1

721

54

0

5

2776

131

Professional

Level 43

2

1

17

27

46

39

2

4

1

0

1

4

9

10

3

8

10

10

14

19

36

29


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Implementation of programs

Recruitment selection and placement: ,performance appraisal, career planning,transfer, promotion, layoff, training and

development, motivation and compensation


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Audit and adjustments

Measure implementation progress, comparewith plan, take corrective action.

Change human resource plans are altered.

Periodically updates skills inventory, forecast,and implementation programs


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Recruitment

The process of finding & attracting capableindividuals to apply for jobs. The process ofrecruitment begins with announcement of job

& ends when applications are submitted. Theresult is a pool of candidate from which newemployees are selected


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HR Planning

Alternative to Recruitment

Recruitment

Internal sources

Internal Methods

External Resources

External Methods

Recruited Individuals

OvertimeOutsourcing

Application Blanks/forms

Recruitment

Process

Documents

Chapter- I -Planning and Recruitment