HUMAN RESOURCE

PLANNING (HRP) &

RECRUITING

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Methodology : In Class Lecture

Instructor : Ata Ur Rehman

Contact : atanavy@yahoo.com & atanavy@gmail.com

Title : H R P

Periods Allocated : 03

LEARNING OBJECTIVES

Specify the strategic decisions that must be maderegarding recruiting.Compare internal and external sources of candidates.Discuss why more employers are using flexible staffing for recruiting.Outline a typical recruiting process and identify legalconsiderations affecting recruiting.Identify three internal sources for recruiting.List and briefly discuss five external recruiting sources.Discuss three factors to consider when evaluatingrecruiting efforts.

The HRP Process

• It is the process an organization uses to ensure

that it has the right number and the right kind of

people to deliver a particular level of output or

services in the future.

• The process of deciding what positions the firm

will have to fill, and how to fill them.

• The process consists of forecasting, goal setting

& strategic planning, and program

implementation & evaluation.

Conti..

ForecastingThe attempt to determine the Supply of and Demand for various types of Human Resources to predict areas within the organization where there will be future labor Shortages or Surpluses. Techniques used are:

Ratio analysis. A forecasting technique for determining future staff needs by using ratios between, for example, sales volume & number of employees needed.

Trend analysis. The study of a firm’s past employment needs over a period of years to predict future needs.

Conti..

Forecasting

Scatter Plot Method. It is a graphical method that is used to identify relationship between two variables i.e. business activity and personnel requirement.

Use of Computers. Computerized forecasting is used to determine future staff needs by projecting sales, volume of production, and personnel required to maintain this volume of output, using software packages.

Determining the Labor Demand• Typically, demand forecasts are developed

around specific job categories or skill areas relevant to the Organization’s current and future state. Organizations differ in the sophistication with which such forecasts are derived.

• Leading Indicators of the Demand for a Hypothetical Auto Parts manufacturers.

Sales levels, InventoryLevels, Employment Levels, Profit levels

Demand for labor in the production, assembler job

category

Automakers Parts Manufacturers

Transitional Matrix:Matrix showing the proportion (or number) of employees in different job categories at different times.

Downsizing:The planned elimination of large numbers of personnel designed to enhance Organizational Effectiveness.

Outsourcing:An organization’s use of an outside organization for a broad set of services.

Workforce Utilization Review

• A comparison of the proportion of workers in

protected subgroups with the proportion that

each subgroup represents in the relevant labor

market.

• Affirmative action plans forecast and monitor the

proportion of various protected group members.

The Hiring Process

• Recruitment:The activity carried out by the organization with the primary purpose of identifying & attracting potential employees.

• Selection: The process of making a hire or no hire decision, with the help of tests/ interviews etc.

• Socialization:The process of orienting new employees with the organization.

Recruitment

Selection

Socialization/ Orientation

Challenges/ Considerations in the Hiring Process

• Determining which characteristics, that differentiate people, are most important to performance.

• Evaluating the applicants’ motivation levels.

• Deciding who should make the selection decision.

• Discrimination between candidates on the basis of race, color, religion, sex, national origin, or age is against the law.

Employment ‘at – will’ Policies:

Policies which state that either an employer or an employee can terminate the employment relationship at any time regardless of cause.

Due – process Policies:

Policies by which a company formally lays out the steps an employee can take to appeal a termination decision.

Alternative Staffing:

The use of nontraditional recruitment sources.

Strategic Approach to Recruiting

• Recruitment should be made part of Strategic Planning to ensure participation and ownership by the employees.

• HR planning efforts help to align HR strategies with organizational goals and plans.

• Outside recruiting sources should be kept in contact to maintain visibility, while also maintaining employee recruiting channels in the organization.

• Recruiting activity should match with organizational and HR plans.

Strategic Recruiting Steps• Human Resource Planning:

How many employees are needed?

When will employees be needed?

What specific KSAs needed?

Diversity goals to be met?

• Organizational Responsibilities:

HR staff and operating managers.

Recruiting presence & image.

Training of recruiters.

Strategic Recruiting Steps• Strategic Recruiting Decisions:

Organizational base Vs outsourcing.

Regular Vs flexible staffing.

EEO/ diversity considerations.

Recruiting source choices.

• Recruiting Methods:

Internal methods.

Internet/ web- based.

External methods.

Internal Sources (Promotion from within):

• Current employees – by Job Posting i.e.

publicizing the open job to employees & listing

the job’s attributes.

• Rehiring - rehiring of former/ retired

employees.

• Succession planning – ongoing process of

symmetrically identifying, assessing &

developing organizational leadership to enhance

performance.

Recruiting Sources

Conti..

External Sources:

• Referrals & walk-ins – referred by old employee or

other stakeholders.

• Advertisements – media & construction are both important; giving in electronic & print media.

• On site visits – invite candidates for on-sightvisits i.e. showing the candidates actual

workplace.

• Employment Agencies – outsourcing the entire recruitment process to an outside agency.

• On Demand Recruitment Services (ODRS) – A new type of employment relationship; ODRS provides

short- term specialized recruiting to support specific projects. Conti..

• Institutes & collages – Recruitment team visits

the schools / colleges to attract the candidates

through Job Fair.

• Recruitment via internet – although a new trend

here but a well- recognized cost effective

method, used internationally.

• Internships – firms accommodate the

prospective employees for internship programs and

then absorb the brighter once.

• Customers – firm’ customers can help in

acquiring desired candidates.

Characteristics of Recruiters

• Recruiter’s functional area

• Recruiter’s traits:

Warmth

Informativeness

• Recruiter’s realism – ethical picture

• Enhancing recruiter’s impact:

Provide timely feedback

Avoid negative behavior

Recruiting should be done in teams – not in

isolation

Developing Job Application Form

• The purpose of the form is to collect information on

education/ skills/ experiences, previous progress &

growth, stability based on previous record, and

candidates future likely success or otherwise.

• Different forms are used for different positions.

Candidates are required to deposit the complete

forms.

• Application forms are used to predict who all

candidates will prove to be successful and who will

not be successful in the firm.

CONCLUSION

Recruiting is the process of generating a pool of qualified applicants for organizational jobs through a series of activities.Recruiting must be viewed strategically, and discussions should be held about the relevant labor markets in which to recruit.The applicant population is affected by recruiting method, recruiting message, applicant qualifications required, and administrative procedures.A growing number of employers are turning to flexible staffing, which makes use of recruiting sources and workers who are not employees. Using temporary employees and employee leasing are two common approaches to flexible staffing.Two general groups of recruiting sources exist: internal sources and external sources.An organization must decide whether it will look primarily within the organization or outside for new employees, or use some combination of these sources.The decision to use internal or external sources should be based on the advantages and disadvantages associated with each.

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RECAPULATION

THROUGH DIFFERENT

HRP MANAGEMENT

REALTIME ISSUES /

SCENARIOS

1. Discuss what strategic recruiting considerations should be addressed by HR executives at a midsized bank with locations in several cities. Give examples, and be specific.2. Discuss the advantages and disadvantages of recruitinginternally versus externally.3. What advantages and disadvantages of flexible staffing have you seen in organizations in which you have worked?4. Design and describe a recruiting process for fillingopenings for a sales representative’s job for a pharmaceuticalmanufacturer.5. What internal sources for recruiting have you seen work effectively? What internal sources have you seen work ineffectively? Why?6. Discuss some ways firms can make college recruiting more effective.

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