Workforce PlanningIdentification of the numbers of employees and the skills needed to perform available jobs , based on an understanding of available competencies and changes in jobs required by corporate goals

An effort to anticipate future business and environmental demands on an organization and to provide qualified people to fulfill and satisfy those demands( Cascio, 1998)

Work Planning System

• Talent Inventory

• Workforce Forecast

• Action Plans

• Control and Evaluation

Talent Inventory

• The Human Resource Planning activity that assesses current human resources skills, abilities & potential and analyzes how these resources are currently being used.

• Talent Inventory and Workforce Requirements must complement each other; an inventory of present talent is not useful for planning purposes unless it can be analyzed in terms of future workforce requirements. Similarly forecast of workforce requirements is useless unless it can be evaluated relative to the current and projected future supply of workers available internally.

Common Uses of Talent Inventory

• Identification of candidates for promotion

• Transfers

• Training

• Compensation planning

• Organizational analysis

• Workforce diversity planning

WORKFORCE FORECAST

• Estimate labor requirements

• Internal and external supply of labor

• External and internal demand of labor

Action Plans

• Action programmes help organizations adapt to changes in their environments.

• Influx of women, minorities and immigrants

Control and Evaluation

• Qualitative Objectives

• Quantitative objectives

Recruitment A marker exchange process in which

employers attempt to differentiate their job opportunities among job applicants who vary in their levels of job-relevant knowledge, abilities and skills.

RECRUITMENT PROCESS

• Defining Requirements

• Attracting Candidates

• Selecting Candidates

Defining Requirements

• Role Profiles

Defines the overall purpose of the role , its reporting relationship and key results.

Include Information on - terms and conditions

- special requirements (mobility)

- training and development

- career opportunities

Person Specifications

• Also known as recruitment, personnel or job specification, aims to define the education, training , qualification and experience.

Person Specifications Continued

• Technical competencies• Behavioral and attitudinal requirements• Qualifications and training• Experience• Specific Demands• Organizational Fit• Special requirements• Meeting Candidate expectations

Competency Based Approach

“A Competency approach is person based rather than job based. The starting point is thus not an analysis of jobs but an analysis of people and what attributes account for their effective and superior performance ( Taylor 2002)”

Attracting Candidates

• Attracting Candidates is primarily a matter of identifying, evaluating and using the most appropriate sources of applicants.

• Analysis of Recruitment strengths & weaknesses• Sources of candidates

ADVERTISING

• Analyze the requirement• Decide Who does what• Write the copy• Choose type of advertisement• Plan the Media• Evaluate the response

Types of Recruitment

Internal• Job Posting• Employee Referrals• Temporary Worker PoolsExternal• University Relations• Executive Search Firms• Employment Agencies• Recruitment Advertising

E recruitment

Selection

• Interviews

• Assessment Centers

• Tests

Interviews

• Individual Interviews

• Interviewing Panels

• Selection Boards

Assessment Centers

• Focus on Behaviour

• Performance measurement

• Ability to interact with teams

• Assessors and Senior Management for ownership

Tests

• Graphology

• Personality tests

• Ability Tests

Final Stages

• Confirming the Offer

• Contracts of Employment

• Follow up

• Recap

• Case Study Discussion

• 2nd Hourly Exam

• Group Topics