Human Resource Management: Planning and Recruitment

Human Resource Planning

• Human resource planning is a process by which an organization ensures that it has the right number of people, right kind of people, at the right time, and the right place.
• The HR department must forecast staff requirements, broken down by yearly basis, and detail specific knowledge levels, skill levels, and abilities needed by the people hired.
• The HR department should predict the future labor supply, which comes from new hires, transfers-in, and individuals returning from leaves.

Recruitment

• Recruitment is the process by which a job vacancy is identified and potential employees are noticed.
• The nature of the recruitment process is regulated and subjected to employment law.
• Main forms of recruitment include advertising in newspapers.
• Documents needed for proper recruitment and selection include job descriptions and person specifications.

Job Analysis

• Job analysis is the procedure through which duties and responsibilities of positions and characteristics of people to hire are determined.
• Job analysis produces information used for writing job descriptions and job/person specifications.
• HR specialists collect information via job analysis, including:
  • Work activities and responsibilities
  • Necessary human behavior for the job (efficiency, decision-making ability, communicating ability, etc.)
  • What do they use: Machines, tools, equipment, and work aid used in work, etc.
  • Performance standards (quantity, quality level for each job)
  • Job context (physical working conditions, work schedule, organizational and social context)
  • Human requirements for the job (knowledge, skills, education/training ability, work experience, etc.)

Use of Job Analysis Information

• Job analysis information is used for:
  • Recruitment and selection
  • Compensation (estimating the value of each job and its appropriate compensation)
  • Job evaluation (determining the relative worth of each job and its appropriate class)
  • Performance appraisal
  • Training
  • Discovering unassigned duties
  • Providing job candidates with information about the job and its environment

Job Description

• A job description typically contains sections that cover:
  • Job identification
  • Job summary
  • Salary structure
  • Promotion system
  • Duties of the job
  • Responsibilities
  • Authority of incumbents
  • Standards of performance
  • Working conditions
  • Job specifications

Job Specification

• Job specification may be a section of the job description or a separate document entirely.

New Concepts in HR Management

• Managerial decisions in assigning tasks:
  • Job rotation (systematically moving workers from one job to another to enhance teamwork)
  • Job enrichment (giving more responsibilities, achievements, motivation, and redesigning the job)
  • Job enlargement (giving same level of more tasks)
• Work teams (encouraging team performance)
• Boundary-less organizations (cutting management layers, making jobs bigger in terms of breadth and depth of responsibilities)
• Reengineering (rethinking, redesigning, and restructuring business processes)

This quiz covers human resource planning, job analysis, and employee recruitment and selection. It provides knowledge and skills on forecasting personnel needs, writing job descriptions, and selecting the right candidates.