CH4: Planning for and Recruiting Human Resources

Explain the Why’, ‘ What’, and ‘ How’ s of Workforce planning

WHY: Carried out to meet business objectives and gain an advantage over competitors

WHAT: Compares the present state of the organization with its goals for the future

HOW: They look at operational and finance factors

Name the steps of Workforce planning

1. Forecasting: Labour & demand

2. Determining labour shortage/surplus

3. Goal setting and strategic planning

4. implementation and evaluation

What is ‘ Forcasting’ ?

Estimating tends in Labour & Supply helping to decide whether there will be a shortage or surplus of human resources for each job/skill category

Forecasting: Labour Demand

Forecasts the potential demand for a specific job category and skills areas

Uses:

• Trend analysis : Using past objective statistics to build models that can predict next year’s labour needs.

• Leading indicators: Objective factors within the marketing environment that could help predict level of demand

Forecasting: Labour supply

Analysis of how many people are currently in various job categories or have specific skills while examining internal and external trends.

Uses:

Transitional Matrix: a chart that tracks employee movement between job categories over time.

Goal Setting & Strategic Planning

Goals should be based on the labour supply and demand analysis and include clear targets for each job or skill area, along with a specific timeline for achieving them.

Strategies for addressing labour suplus

How to address  Labour shortages

Implementing & Evaluating

Checking whether the organization has succeeded in avoiding labour shortages or surpluses

How to apply Employment equity & DEI

Reviewing workforce subgroups and using workforce utilization review comparing their representation to the labour market to identify underutilization.

Succession Planning 

The process of identifying and tracking high-potential employees who will be able to fill top management positions or other key positions when they become vacant

Succession Planning: Data Analytics & AI

Organizations use multiple data sources and visualization tools to predict potential, identify development needs, and model complex future scenarios.

Recruiting Human Resources

Any activity carried out by the organization with the primary purpose of identifying and attracting potential employees

3 aspects affect who is hired?

–Human resource policies

–Recruitment sources

–Recruiter traits and behaviours

Explain Human resource policies 

Advantages to Internal and External recruitment

INTERNAL

• Candidates are well-known

• Cheaper and faster than external hiring

• Boosts employee morale

EXTERNAL

• Brings in new ideas

• Attracts a more diverse workforce

External Sources of recruiting ( “Don’t Run Past Delicious Apples, Pick Some Up!”)

Direct applicants                         Adds

referrals                                      Public agencies

passive candidates                    Staffing companies

Digital recruiting                         Universities & Colleges 

Direct  Applications 

People who apply for a vacancy without prompting

Referrals

People who apply because someone in the organization prompted them

Passive Candidates

Individuals who are not actively seeking a job but are a significant source of top talent

Digital Recruiting 

Involves posting opportunities at company website and/or social media platforms

Ads

Typically generate a less desirable group of applicants at greater expense

Public Agencies

Clients include both employers and job seekers

Staffing companies

Private companies provide services for a fee

Universities & Colleges

Placement services, cooperative education, internships, and job fairs

Evaluating Recruitment Sources

• Monitor all recruitment sources – ensure quality.

• Yield Ratio: % of applicants who move from one stage to the next.

• Cost per Hire: Total cost of a recruitment source ÷ number of hires.

Recruiter Traits & Behaviours

Recruiters are HR specialists or job experts who provide realistic job previews, give timely feedback, and often recruit in teams with current employees or supervisors.