recruitment and selection 2

human resource planning

process of analyzing and identify the need for and availability of human resources so that the organization can meet its objective

Right people, right capabilities, right time, right place

so human resources planning is a process by which an organization ensures that

SYSTEMATIC FORECASTING OF MANPOWER NEEDS

On the basis of business conditions and forecast, manpower needs are planned and monitored closely

PERFORMANCE MANAGEMENT

Analyzing, improving and monitoring the performance of each employee

CAREER MANAGEMENT

Determining, planning and monitoring the career aspirations of each individual in the organization and developing them for improved productivity.

MANAGEMENT DEVELOPMENT

Assessing & determining the developmental needs managers for future succession requirements

PURPOSE OF PERSONNEL PLANS

s to help a business to make the best use of its staff by providing a framework against which it can recruit, train & develop, transfer and promote, dismiss, and retire them, all at the most appropriate times

• It helps you to start recruiting effectively

• It enables you to compile along term recruitment program, as you will know how many employees are needed

• It allows you to prepare key staff in anticipation of transfers and promotion

• It enables you to lose unsuitable and or excess staff via natural wastage

• It can help you to avoid understaffing or understaffing

BENEFITS OF A PERSONNEL PLAN 5

Assess current business strategy:

Consider the company's environment and current workforce capabilities

Identify goals:

Determine the company's objectives and vision for the future

Conduct gap analysis

Compare current workforce capabilities to future needs

Develop a plan:

Determine how to meet future needs, including hiring, training, and development

Implement and share:

Put the plan into action and communicate it to the organization

Revise

Review and adjust the plan as needed

• Assess current business strategy

• Identify goals

• Conduct gap analysis

• Develop a plan

• Implement and share:

• Revise:

STEPS IN STRATEGIC HR PLANNING 6

MANPOWER FORECASTING

s the process of predicting how many employees a company will need in the future. It helps companies plan for growth and avoid over or under hiring

SUCCESSION PLANNING

Is the process whereby company leaders and HR professionals identify key positions within the company and develop plans to fill those positions either with internal or external staff.

Strategic HR planning

is the process of aligning a company's human resources with its business goals. It involves evaluating the current workforce, identifying future needs, and developing a plan to meet those needs

JOB ANALYSIS

is a systematic process that involves studying a job to understand its tasks, responsibilities, and requirements. It's a foundation for many HR decisions, including hiring, training, and compensation.

PURPOSE OF JOB ANALYSIS

s to establish and document the job and relatedness of employment procedures such as training, selection, compensation and performance appraisal

Determining Training Needs

– Job analysis can be used in training needs analysis or TNA to identify or develop

a. training content

b. assessment tests to measure effectiveness of training

c. Equipment to be used in delivering the training

d. Methods of training

Determine Compensation

– Job Analysis can be used in compensation to identify or determine

a. Skills level

b. Compensable job factors

c. Work environment (hazards, attention, physical effort)

d. Responsibilities

e. selection tests/instruments (written tests, oral tests, job simulations)

f. applicant appraisal/evaluation forms

g. Orientation materials for applicants/new hires

Determine selection procedures

- Job Analysis can be used in selection procedures to identify or develop:

a. Job duties that should be included in advertisements of vacant positions

b. appropriate salary level

c. min. requirements of educ. & experience

d. interview question

e. selection tests/instruments (written tests, oral tests, job simulations)

f. applicant appraisal/evaluation forms

g. Orientation materials for applicants/new hires

Determine Performance Review

job analysis can be used in performance review to identify or develop

a. goals & objectives

b. performance standards

c. evaluation criteria

d. length of probationary periods

e. duties to be evaluated

• observation method,

• questionnaire method ,

• interview method

JOB ANALYSIS METHODS 3

OBSERVATION METHOD

A job analyst observes an employee and records all his performed and non performed task, fulfilled and un-fulfilled duties &, responsibilities, methods, ways and skills used by him or her mental or emotional abilities to handle challenges and risks

INTERVIEW METHOD

In this method an employee is interviewed so

that he /she can come up with their own

working styles. It involves analysis of job by

employee himself in order to generate honest

and true feedback or collect genuine data

QUESTIONNAIRE METHOD

Another commonly used job analysis method is getting the questionnaires filled from employees their superiors & managers.

Questionnaire method

is used in order to get the true job related information. Management should effectively communicate it to the staff. It is important to ensure them that it wont be used against them in anyway.

• Preliminary Interview

• Receiving Applications

• Screening of Applications

• Employment Test

• Interview

• ‘Reference Checking

• Medical Examination

• Final Selection

SELECTION PROCESS 9