SOURCING PLAN Submitted To: Prof. Swatee Sarangi MHRDM –Sem IV Group No.5 Planners : - Amjad Khan...
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Transcript of SOURCING PLAN Submitted To: Prof. Swatee Sarangi MHRDM –Sem IV Group No.5 Planners : - Amjad Khan...
SOURCING PLANSubmitted To: Prof. Swatee Sarangi
MHRDM –Sem IV Group No.5Planners : - Amjad Khan - 20 Money Khanna - 21 Sumith Acharya - 01 Manisha Bhagwanani - 04 Vidya Padmanabhan - 57
Agenda• Introduction & HRP Model• Organization Process Shared Sourcing Techniques – Internal / External - HCC• Effective Sourcing Plan Case Study - Magnetech• Organization Process Shared Vacancy – filling a position – Process flow – NOKIA
SIEMENS• Best Practices & Challenges• Conclusion & Way Forward
Model of Human Resource Planning
Business strategy
Business Plans
Manpower Demand
HRP: Matching supply to demand
Re-sourcing strategy
Manpower supply
Actions
InternalDeployment, severance, training
ExternalOutsourcing, recruitment
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EXTERNAL ENVIRONMENT
INTERNAL ENVIRONMENTCulture, Structure Activities, Processes
Organization StrategyOrganization Strategy HR and Staffing StrategyHR and Staffing Strategy
Staffing Policies and Programs
Staffing System and Retention Management
Support Activities
Legal compliance
Planning
Job analysis
Core Staffing Activities
Recruitment: External, internal
Selection:Measurement, external, internal
Employment:Decision making, final match
OrganizationVision and Mission
Goals and Objectives
Staffing Organizations Model
Stats : Sources Of Hiring 2009
Recruitment Process
Recruitment Process
Recruitment Sources
Process Flow – Transfer (Internal Resource)
Transfer (Con.)
Process Flow – Advertisement (External Resource)
Advertisement (Con.)
Advertisement (Con.)
• Net Manpower Requirement
» Demand Forcasting » Supply Forcasting » NMR = Demand - Supply
• Manpower Budgeting
Factors Effecting Sourcing Plan
Case Study• Company : Magnetech Industrial Services
• Specalist In : Industrial Magnets & Electric Motors
• Goal : Increase Revenue To $100 million by 2007
• Demand : Triple The Existing Work Force
• Inventory : 80% of Existing Work Growing Older
• Challenge : Find Skilled Work Force
• Solution : In House Apprentice Training Program
Filling Up A Vacancy
Vacancy
On Roll/Off Roll
Internal Reference
(Cost Plus/Payroll)
On Roll/Off Roll
External Reference
(Preferred Partner/Payroll)
Identifying Model’s for Off Roll Hiring
Internal Reference
Salary hike Should Be less than 20 %
With Infra (Cost Plus Suppliers)
Without Infra (Payroll Agency)
Identify Model In (Preferred Partner) Hiring
External Reference
(Preferred Partner)
Level 1
(6 months To 2 Years)
Level 2
(More Than 2 Years)
For Hiring Through Preferred Partner Minimum Experience
Should be 6 Months
Best Practices towards Successful Hiring
• Job specification• Recruit diversity• Selection• Job-related interviews• Multiple interviewers• Background screening
Today’s Challenges
• Skill shortages• Obsolete resumes• Rise of Employer Branding
( company to career)• Career networking• Contract workers• Part-time workers
“ That is what learning is. You suddenly understand
something you've understood all your life, but in a new way.”
- Doris Lessing
THANK ‘U’