HR Planning, Recruitment, and Selection PDF

HR PLANNING, RECRUITMENT AND SELECTION  AGENDA 2 1. Human Resource Planning 2. The Recruitment and Selection Process 3. Factors affecting the Recruitment Process 4. Recruiting within and outside the organization 5. The selection process 6. S...

HR PLANNING, RECRUITMENT AND SELECTION  AGENDA 2 1. Human Resource Planning 2. The Recruitment and Selection Process 3. Factors affecting the Recruitment Process 4. Recruiting within and outside the organization 5. The selection process 6. Selection test THE HUMAN RESOURCE PLANNING PROCESS THE HUMAN RESOURCE PLANNING PROCESS  MANPOWER PLANNING 5 Manpower planning, also known as human resource planning, is the process of forecasting an organization's future demand for and supply of employees, and developing strategies to ensure that the right number of people with the right skills are available at the right time to achieve organizational objectives. Manpower planning is a critical function of HR management and involves strategic workforce planning to align human resources with organizational goals. Here are some key aspects of manpower planning and the need for it: 1. Forecasting Future Manpower Needs: Manpower planning involves forecasting the organization's future workforce requirements based on factors such as business goals, growth projections, market trends, technological advancements, and changes Here are some key aspects of manpower planning and the need for it: 2. Optimizing Human Resource Utilization: By accurately estimating future manpower needs, organizations can optimize human resource utilization, avoid overstaffing or understaffing situations, and ensure that resources are allocated efficiently to meet operational demands Here are some key aspects of manpower planning and the need for it: 3. Identifying Skill Gaps: Manpower planning helps organizations identify skill gaps within their workforce. By analyzing the current skill sets and competencies of employees and comparing them with the future requirements, organizations can develop training and development programs to bridge these gaps. Here are some key aspects of manpower planning and the need for it: 4. Recruitment and Selection:* Effective manpower planning guides recruitment and selection processes to ensure that the organization attracts, hires, and retains the right talent. It helps in identifying the skills and competencies needed for specific roles and finding the best candidates to fill those positions. Here are some key aspects of manpower planning and the need for it: 5. Succession Planning: Manpower planning is essential for succession planning, especially for key positions within the organization. By identifying high-potential employees and developing talent pipelines, organizations can ensure a smooth Here are some key aspects of manpower planning and the need for it: 6. Cost Control: Manpower planning helps organizations control costs associated with recruitment, training, and turnover. By accurately forecasting future manpower needs, organizations can avoid unnecessary hiring or training expenses and ensure that resources are Here are some key aspects of manpower planning and the need for it: 7. Strategic Decision-Making: Manpower planning enables organizations to make informed strategic decisions related to workforce management, expansion, restructuring, and downsizing. It provides a framework for aligning human resources with business objectives and responding effectively to changing market conditions. Here are some key aspects of manpower planning and the need for it: 8. Employee Engagement and Retention: By planning for future workforce needs and investing in employee development, organizations can enhance employee engagement, job satisfaction, and retention. Employees are more likely to stay with an organization that offers opportunities for growth and advancement. In summary, manpower planning is essential for organizations to ensure that they have the right people with the right skills in the right positions to meet current and future business needs. By aligning human resources with strategic goals, organizations can enhance operational efficiency, foster employee development, and gain a competitive edge in the marketplace.  HUMAN RESOURCE (HR) PLANNING IS CLOSELY LINKED TO THE RECRUITMENT AND SELECTION PROCESS WITHIN AN ORGANIZATION. HR planning provides 1. Forecasting Manpower the strategic Needs: HR planning involves framework and forecasting the organization's guidance for acquiring future workforce the right talent requirements based on through recruitment business goals, growth and selecting the best projections, and other candidates through factors. This forecast serves the selection process. as the basis for determining Here is how HR the number of employees planning relates to needed and the skills and recruitment and competencies required for selection: different roles.  HUMAN RESOURCE (HR) PLANNING IS CLOSELY LINKED TO THE RECRUITMENT AND SELECTION PROCESS WITHIN AN ORGANIZATION. HR planning provides 2. *Recruitment Strategy:* the strategic framework and HR planning guides the guidance for acquiring development of recruitment the right talent through recruitment strategies to attract qualified and selecting the best candidates who meet the candidates through organization's current and future the selection process. Here is how HR needs. The recruitment strategy planning relates to outlines where and how to recruitment and selection: source talent, the messaging to attract candidates, and the  HUMAN RESOURCE (HR) PLANNING IS CLOSELY LINKED TO THE RECRUITMENT AND SELECTION PROCESS WITHIN AN ORGANIZATION. HR planning provides 3. *Talent Pool the strategic Development:* HR planning framework and identifies talent gaps and guidance for acquiring the right talent areas where recruitment is through recruitment needed. This information helps and selecting the best candidates through in proactively building and the selection process. maintaining a talent pool of Here is how HR potential candidates who can planning relates to recruitment and be tapped into when positions selection: become available, making the recruitment process more  HUMAN RESOURCE (HR) PLANNING IS CLOSELY LINKED TO THE RECRUITMENT AND SELECTION PROCESS WITHIN AN ORGANIZATION. 4. *Job Analysis:* HR HR planning provides the strategic planning involves framework and conducting job analysis to guidance for acquiring the right talent identify the key through recruitment responsibilities, skills, and and selecting the best qualifications required for candidates through the selection process. each position. This Here is how HR information is essential for planning relates to recruitment and creating accurate job selection: descriptions and job specifications that guide the  HUMAN RESOURCE (HR) PLANNING IS CLOSELY LINKED TO THE RECRUITMENT AND SELECTION PROCESS WITHIN AN ORGANIZATION. HR planning provides 5. *Selection Criteria:* HR the strategic planning helps in defining the framework and selection criteria for different guidance for acquiring roles based on the organization's the right talent through recruitment strategic objectives. These and selecting the best criteria outline the qualifications, candidates through experience, skills, and the selection process. competencies that candidates Here is how HR must possess to be considered planning relates to recruitment and for a particular position. selection:  HUMAN RESOURCE (HR) PLANNING IS CLOSELY LINKED TO THE RECRUITMENT AND SELECTION PROCESS WITHIN AN ORGANIZATION. HR planning provides 6. *Budget Allocation:* HR the strategic planning considers the framework and financial resources available guidance for acquiring the right talent for recruitment and selection through recruitment activities. By aligning and selecting the best recruitment efforts with candidates through the selection process. budget constraints, HR can Here is how HR optimize resource allocation planning relates to recruitment and and choose cost-effective selection: recruitment methods that yield the best results.  HUMAN RESOURCE (HR) PLANNING IS CLOSELY LINKED TO THE RECRUITMENT AND SELECTION PROCESS WITHIN AN ORGANIZATION. HR planning provides 7. *Succession Planning:* HR the strategic planning identifies talent gaps framework and and succession needs within the guidance for acquiring the right talent organization. This information through recruitment guides the recruitment and and selecting the best selection process by identifying candidates through potential internal candidates for the selection process. Here is how HR key positions and developing planning relates to strategies to fill critical roles with recruitment and qualified individuals selection:  HUMAN RESOURCE (HR) PLANNING IS CLOSELY LINKED TO THE RECRUITMENT AND SELECTION PROCESS WITHIN AN ORGANIZATION. HR planning provides 8. *Continuous Improvement:* the strategic HR planning involves monitoring framework and and evaluating the effectiveness guidance for acquiring the right talent of recruitment and selection through recruitment processes to identify areas for and selecting the best improvement. By analyzing candidates through recruitment metrics, feedback the selection process. Here is how HR from candidates, and performance planning relates to data, HR can make adjustments to recruitment and enhance the recruitment and selection: selection process over time.  HUMAN RESOURCE (HR) PLANNING IS CLOSELY LINKED TO THE RECRUITMENT AND SELECTION PROCESS WITHIN AN ORGANIZATION. In essence, HR planning sets the HR planning provides the strategic foundation for effective recruitment and framework and selection processes by aligning guidance for acquiring workforce needs with organizational the right talent goals, defining job requirements, through recruitment developing recruitment strategies, and and selecting the best ensuring that the right candidates through the selection process. candidates are selected to meet Here is how HR the organization's current and planning relates to future needs. This alignment helps recruitment and organizations attract, retain, and develop selection: the talent necessary for sustained success and growth. HUMAN RESOURCE (HR) PLANNING IS CLOSELY LINKED TO THE RECRUITMENT AND SELECTION PROCESS WITHIN AN ORGANIZATION. In essence, HR planning sets the foundation for effective recruitment and selection processes by aligning workforce needs with organizational goals, defining job requirements, developing recruitment strategies, and ensuring that the right candidates are selected to meet the organization's current and future needs. This alignment helps organizations attract, retain, and develop the talent necessary for sustained success and growth.