Académique Documents
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By
Dr. Nazrul Islam
What is HR Planning? Organizational Life-Cycle and HR Activities Recruitment definition Sources of Recruitment Advantages and Disadvantages of different sources
HR Planning Process
Manpower forecasts
On the basis of corporate goals and manpower analysis forecasting of manpower i.e., kind of people needed to run business in the given period. Making an Inventory of present manpower resources and finding out the extent to which these manpower's are employed optimally.
Manpower Inventory
Manpower Management
Planning scientific requirement , selection , training , development , utilization , motivation , compensation , etc to ensure that future manpower needs and development manpower plans for implementation.
TRAINING AND DEVELOPMENT Define future skill requirements and begin establishing career ladders.
Growth
Recruit adequate numbers and mix of qualified workers. Plan management succession. Manage rapid internal labor market movements
Meet external market but consider internal equity (kindness) effects. Establish formal compensation structures.
STAFFING Encourage sufficient turnover to minimize layoffs and provide new openings. Encourage mobility as reorganizations shift jobs around. Plan and implement workforce reductions and reallocations, downsizing and outplacement may occur during this stage.
LABOR / EMPLOYEE RELATIONS Control labor costs and maintain labor peace. Improve productivity.
Decline
Improve productivity and achieve flexibility in work rules. Negotiate job security and employmentadjustment policies
Step1 : job Analysis / job design - Mgt must define what work to be performed , how tasks to be carried out and allocated into manageable work units (jobs) Step 2 : job description & job specification refers to incumbent where a job specification with regard to qualification and experience needed to perform a job Step 3 : forecasting procedures: Corporate planner has to forecast the number of people needed for a particular job can be done by forecasting the internal supply and external supply of the people who can perform the job.
Six methods can be used to forecast the future human resource needs viz : The Nominal Group Technique Planning for the status quo (Status quo, literally "the state in which", is a Latin term meaning the current or existing state of affairs) Thumb rules Unit forecasting The Delphi Method Scenarios Computer Simulation
Participants write down all ideas that occur to them, keeping their lists private at this point. Creativity is encouraged during this phase.
Leader asks each participant to present ideas and writes them on a blackboard, continuing until all ideas have been recorded. Participants discuss each others ideas, clarifying, expanding, and evaluating them as a group.
Participants rank ideas privately in their own personal order and preference.
The idea that ranks highest among the participants is adopted as the groups judgment.
Planning involves steps to replace any employees who are either promoted or who leave the firm. An example is Management succession planning which seeks to ensure that there is at least one qualified manager to replace any higher level manager in the organization
Thumb rules
This is on the basis of firms beliefs with regard to forecasting Human resource needs For example, one firm believes that a ratio of one production supervisor for every 12 producers (Workmen) is optimal . This firm maintains this 1:12 ratio because it has proved successful in the past. Another thumb rule is based on past experience that one person can produce 2000 units of output per day and accordingly 5 employees needed for 10,000 units as a matter of forecast
Unit forecasting
This refers to the estimate of supervisors and managers with regard to forecasting Human resource needs for the next year unit wise this approach is called as Bottom up approach to forecasting as the judgment are made by lower level management and added together at a higher level of the organization.
This method relies on Expert opinion in making long range forecasts this involves obtaining independent judgments from a panel of experts usually through a questionnaire or interview schedule on certain issue affecting the nature and magnitude of demand for an organizations products and services
Leaders send questionnaire to willing participants, who record their judgments and recommendations and return the questionnaire.
Leaders compiles summaries and reproduces participants responses. Leader sends the compiled list of judgment to all participants. Participants comment on each others ideas and propose a final judgment. Leader looks for consensus Leader accepts consensus judgment as groups choice.
Scenario
These are all descriptive scenes allowing planners to consider several factors in combination to forecast human resource needs for each set of circumstances For example, one scenario might assume environmental conditions in the next of three years to include a recession, the entrance of a new competitor in to a companys major market, and
technological advances requiring some modifications in the production. Using this method, forecasts could
be made for meeting human resource needs of each set of circumstances as portrayed in the separate scenarios this is useful in making mid - to long range forecasts of Human resource needs
Computer Simulation
This is one of the most sophisticated methods of forecasting human resource needs A computer is a mathematical representation of major organizational processes, policies and human resource movement through organization computer simulations are useful in forecasting for human resources by pinpointing any combination of organizational and environmental variables.
Market Demand
Labour Market
Existing
Potential
Manpower Estimate
Recruitment Plans
Training Plans
Recruitment Defined
Recruitment
The process of generating a pool of qualified applicants for organizational jobs. Recruiting brings together those with jobs to fill and those seeking jobs.
Recruiting Goals
To provide information that will attract a significant pool of qualified candidates and discourage unqualified ones from applying.
Recruiting Goals
Organizational size Employment conditions in the area Working conditions, salary and benefits offered Organizational growth or decline
Recruiting Goals
Organization image Job attractiveness Internal organizational policies Government influence, such as discrimination laws Recruiting costs
For some positions, the whole world is a relevant labor market. Home-country nationals are recruited when an organization is searching for someone with extensive company experience to launch a very technical product in a country where it has never sold before.
Host-country nationals (HCNs) are targeted as recruits when companies want each foreign subsidiary to have its own distinct national identity. In some countries, laws control how many expatriates a corporation can send. HCNs minimize potential problems with language, family adjustment and hostile political environments.
Recruiting regardless of nationality may develop an executive cadre with a truly global perspective.
Recruiting Sources
Internal Searches Job Posting and Rehiring Former Employees Employee Referrals/ Recommendations External Searches Alternatives
Recruiting Sources
The internal search
Organizations that promote from within identify current employees for job openings:
by having individuals bid for jobs by using their HR management system by utilizing employee referrals
Advantages Disadvantages Foreknowledge (prior Failed applicants become knowledge) of candidates discontented/dissatisfied strengths and weaknesses Time wasted interviewing More accurate view of inside candidates who will candidates skills not be considered Candidates have a Inbreeding (in front) of stronger commitment to the status quo (status the company becomes very important to the incumbent). Increases employee morale Less training and orientation required
Recruiting Sources
Job posting Publicizing an open job to employees (often by literally posting it on bulletin boards) and listing its attributes. Rehiring former employees Advantages: They are known quantities. They know the firm and its culture. Disadvantages: They may have less-than positive attitudes. Rehiring may sent the wrong message to current employees about how to get ahead.
Recruiting Sources
Employee referrals/recommendations
Current employees can be asked to recommend recruits. Advantages include: the employees motivation to make a good recommendation the availability of accurate job information for the recruit Employee referrals tend to be more acceptable applicants, to be more likely to accept an offer and to have a higher survival rate.
Recruiting Sources
Employee referrals/recommendations
Disadvantages include:
the possibility of friendship being confused with job performance the potential for nepotism the potential for adverse impact
Labor Unions
Competitive Sources/Competitors
Recruiting Sources
External searches Schools, colleges, and universities:
May provide entry-level or experienced workers through their placement services. May also help companies establish cooperative education assignments and internships.
Recruiting Sources
External searches
Unsolicited applicants (Walk-ins): May provide a stockpile of prospective applicants if there are no current openings. Cyberspace Recruiting: Nearly four out of five companies use the Internet to recruit employees. Commercial jobposting services continue to grow.
Advertising The Media: 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 Internet job sites Constructing an effective ad Wording related to job interest factors should evoke (induce) the applicants attention, interest, desire, and action (AIDA) and create a positive impression of the firm. AIDA: attention, interest, desire, and action
Employment agencies: Management consulting, executive search or headhunter firms specialize in executive placement and hard-to-fill positions.
Recruiting Sources
External searches
Unsolicited applicants (Walk-ins): May provide a stockpile of prospective applicants if there are no current openings. Cyberspace Recruiting: Nearly four out of five companies use the Internet to recruit employees. Commercial jobposting services continue to grow.
Recruiting Sources
Recruitment alternatives Temporary help services.
Temporary employees help organizations meet short-term fluctuations in HRM needs. Older workers can also provide high quality temporary help. Trained workers are employed by a leasing company, which provides them to employers when needed for a flat fee. Typically remain with an organization for longer periods of time.
Employee leasing.
Recruiting Sources
Recruitment alternatives Independent contractors
Do specific work either on or off the companys premises. Costs of regular employees (i.e. taxes and benefits costs) are not incurred.
View getting a job as your job at the moment. Preparing Your Resume
Use quality paper and easy to read type. Proofread carefully. Include volunteer experience. Use typical job description phraseology. Use a cover letter to highlight your greatest strengths.