Human Resource Planning and Recruitment

Human Resource Planning

• Refers to a systematic process that involves:
  • Forecasting future demand for manpower
  • Forecasting future supply of manpower
  • Employing skills according to organizational objectives
• The main purpose is to have the right number of employees with the right skill sets to meet the organization's goals.
• A vacancy can occur in two ways:
  • When an employee leaves (resignation, retirement, death, or termination).
  • When a new position is created due to expansion, restructuring, or reorganization.

Recruitment

• 11 Stages of Recruitment:
  • Prepare Job Description and Person Identification
    • Job Description: A guide that outlines the job title, reporting structure, and key responsibilities and duties.
    • Person Specification: Goes beyond a job description and highlights the mental and physical attributes required for the role.
  • Media Announcements: Possible avenues for advertising vacancies include:
    • Job Fairs
    • Newspapers
    • Online Job Portals
    • Campus Recruitment
    • Bulletin Boards
    • Word of Mouth
    • Professional Journals
  • Managing the Response: Evaluating responses from prospective applicants after choosing an advertisement method.
  • Shortlisting: Screening applicants to eliminate those who don't meet basic requirements.
  • Arrange Interviews: Scheduling interviews with shortlisted candidates after initial screening.
  • Person/Organization Match Model: Evaluating how well a candidate aligns with the job, the organization's values, and future job opportunities.
  • Staffing Models: Different approaches to managing workforce acquisition, deployment, and retention.
  • Staffing Levels Strategy: Determining the level of staffing required for different scenarios.
  • Staffing Quality Strategy: Deciding on the desired level of workforce quality (exceptional or acceptable).
  • Active or Passive Diversity Strategy: Choosing an approach to incorporate diversity into the workforce.

Selection

• A critical process for ensuring employees have the necessary skills and abilities.
• It helps create a foundation for effective motivational practices.
• Selection involves collecting and evaluating information about a candidate to extend an offer of employment.
• The selection process must comply with legal and environmental requirements and consider the future interests of both the organization and the individual.

Selection Process

• Applications and Resumes: The initial stage, involving an application letter and resume, which provides bio-data.
• Conducting Tests: Many companies use tests to evaluate candidates, but the results shouldn't be the only factor in selection.
• Interview: A cornerstone of the selection process, with three objectives:
  • Eliciting information
  • Observing and recording behavior
  • Evaluating information and behavior.
• Reference Checking/Background Investigation: Contacting former employers to verify information about the candidate, ensuring confidentiality.
• Deciding Whether to Hire: Evaluating all information gathered from the applicant, interview, and skills tests.
• Job Analysis: A systematic process for identifying the key skills and competencies required for a specific job role, which is crucial for creating a selection program.
• Steps in Developing a Selection Program:
  • Identify relevant job performance dimensions.
  • Identify the KSAOs (Knowledge, Skills, Abilities, and Other characteristics) required.
  • Develop assessment tools to measure the KSAOs.
  • Validate assessment devices (content and criterion validity).
  • Use the assessment tools to evaluate applicants.

This quiz explores the systematic processes involved in human resource planning and recruitment. It covers forecasting manpower requirements, preparing job descriptions, and the stages of recruitment. Test your understanding of how to align employee skills with organizational goals.