Personnel Planning & Recruitment

RAHMA HASEEB

OUTLINE

• Recruitment process• Planning & Forecasting• Internal and external recruiting• Outside sources• Advantages of HR planning• Effective HR planning

Recruitment & Selection Process

Forecasting Personnel Needs

Planning & Forecasting

Employment or Personnel Planning•The process of deciding what positions the firm will have to fill, and how to fill them.Succession Planning•The process of deciding how to fill the company’s most important executive jobs.What to Forecast?•Overall personnel needs•The supply of inside candidates•The supply of outside candidates

Drawbacks of the Traditional techniques

• They focus on projections and historical relationships.• They do not consider the impact of strategic initiatives

on future staffing levels.• They support compensation plans that reward

managers for managing ever-larger staffs.• They “bake in” the idea that staff increases are

inevitable.• They validate and institutionalize present planning

processes and the usual ways of doing things.

INTERNAL RECRUTING

• Any method of identifying and attracting job candidates from within the organization can be considered internal recruiting.

SOURCES OF INTERNAL RECRUITMENT: • 1. Transfer• 2. Promotion• 3. Employee referrals• 4. Former employee• 5. Dependents and relatives of deceased and disabled

employee.

EXTERNAL RECRUITINGExternal recruitment is the assessment of an available pool of job candidates, other than existing staff, to see if there are any sufficiently skilled or qualified to fill and perform existing job vacancies.SOURCES OF EXTERNAL RECRUITMENT:•1. Advertisements•2. Educational institute•3. Placement agencies•4. Employment exchange•5. Labor contractors•6. Recruitment at factory gate •7. Job portals

Outside Sources

• Recruiting via the InternetAdvantages Cost-effective way to publicize job openings More applicants attracted over a longer period Immediate applicant responses Online prescreening of applicants Links to other job search sites Automation of applicant tracking and evaluationDisadvantages Exclusion of older and minority workers Excessive number of unqualified applicants Personal information privacy concerns of applicants

Advertising for Outside candidates

The Media ChoiceThe Media Choice•Selection of the best medium depends on the positions for which the firm is recruiting.•Newspapers: local and specific labor markets•Trade and professional journals: specialized employees•Internet job sites: global labor marketsEffective AdsEffective Ads•Create attention, interest, desire, and action (AIDA).•Create a positive impression of the firm.

Outside Sources

Executive Recruiters (Headhunters)•Contingent-based recruiters•Retained executive searchers•Internet technology and specialization trendsGuidelines for Choosing a Recruiter•Make sure the firm is capable of conducting a thorough search.•Meet individual who will handle your assignment.•Ask how much the search firm charges.•Never rely solely on the recruiter to do reference checking.

Outside Sources

• College Recruiting• Employee Referrals• Walk-ins

NEED & IMPORTANCE OF HR PLANNING:

• Protection of weaker sections• Image increasing investments in HR• Resistance to changeADVANTAGES OF HRP:

1. Manpower Needs2. Change Management3. Talented Personnel4. Development of Human Resources5. Effective Utilization of Human Resources6. Achieving Organizational Goals

EFFECTIVE HR PLANNING:

• Effective HR planning in the changing environment is complex but very important at the same time. Effective HR planning keeps into account all the factors necessary to consider. Following the steps followed for effective HR planning.

• Environmental scanning• Labor analysis• Supply analysis• Gap analysis• Action programming• Evaluation