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DECIDEPOSITIONSTO BEFILLED Through HR

planning andforecasting

RECRUITMENT:

Build a pool ofcandidates-external and

internal

Candidatescomplete

applicationform

Selectiontools usedto screen

out

Intesupoth

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EMPLOYMENT (or HR) PLANNING: process of deciding what positions to be filled by the firmhow. Succession Planning- for executive jobs.

BUILD- training, development for current employees & BUY - using recruiting sources,outside for recruitment. Eg- SBI

FORECASTING PERSONNEL NEEDS: 1 st forecast revenue, then estimate size of staff required tsupport this sales volume. Other factors- productivity changes, decisions to upgrade, etc.

Trend Analysis: studying variations in firms employment levels

Ratio Analysis: ratio of some factor(eg- sales vol.) & no. of employees reqd.

Scatter Plot: graphically how a factor and no. of employees are relatedComputerized Forecasts: generating avg. staff according to inputs. Eg- Labour scheduling sysestimate staff according to sales forecast & store traffic.

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FORECASTING THE SUPPLY OF INSIDE CANDIDATES: Determining which cemployees qualify for the projected openings through qualification inventories.

Manual Systems & Replacement Charts:

personnel inventory and development record form has qualification information,including education, languages, skills etc.

Personnel replacement charts- for top positions showing present performance &promotability of each potential replacement.

Position replacement card for each position

Computerized Skills Inventories- automatic skill inventory management, includes workcodes, product knowledge, industry experience, etc

Keeping information private: securing data

FORECASTING THE SUPPLY OF OUTSIDE CANDIDATES: If not enough insidcandidates, turning to outside candidates. Finding how difficult it will be to findgood outside candidates. Eg- unemployment rates of 9% in the US in 2009- easierfind good candidates.

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50

100

150

200

1200

Recruiting yield PyrWhy effective Recruiting is a challenge

Difficult to match job description with the bunchof CVs

Its difficult to relate job to candidates profile andit is time consuming and complex.

Filtering 2 or 3 candidates from a database of1000 is a great challenge

Candidate turning up the interview but rejectingthe offer due to some reason.

Centralised recruitment - Major firms uses centralised recruitment in which personnel department at headperforms all the recruitment

Advantage It reduces the administrative cost by consolidating

all recruitment activities at one place It helps in better utilization of specialists It ensures uniformity in recruitment and selection

of all types of employees It tends to reduce favouritism in recruitment and

makes the recruitment process more scientific

Disadvantage There is delay in recruitment as

cannot recruit staff as and when The central office may not be ful

requirements of different units ansuitable sources for the required

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Internal sources of candidatesPros Morale and motivation of employees improves Foreknowledge of candidates strength and

weakness. Candidate have stronger commitment to company. Present employees familiar with organization

surroundings. Reduction in time and expenditure for recruitment

Cons Lack of fresh employees and their experie

the organization. Promotion based on seniority. Restriction in selection choice. All vacancies cannot be filled from within

organization.

Finding internal candidates Re-hiring former employeeAdvantage: They are known quantities

They know the firm and its culture.Disadvantage They can return with less positive attitu

we let them go. Also employee who resigned in better s

may distract current employees.

Job Posting Publicizing an open job to employees and listing its

attributes. Examination of HR record for potential candidate.

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Recruiting through the Internet via websites and job boards.

Social Networking sites like LinkedIn and Monster Networking Keyword searches on online databases. Dot-Jobs Domain- Gives job seekers a one click conduit for findin

jobs.

Virtual Job Fairs- Job seekers can listen to presentations, visitbooths, leave resumes and business cards

Applicant tracking systms- Online systems that help employersattract, gather, screen, compile and manage applicants

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Advantages

Cost Effective Generates more responses in a small amount of time. Companies can post detailed job duties listings.

Disadvantages Restricted to people having internet access and are adept at using it. May leave out older people. Popular job portals in English. Internet overload.

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The Media Depends on the positions for which they are recruiting.

Technology lets the ads be more creative and informative .

Constructing the Ad Experienced advertisers use AIDA- attention, interest, desire and action Employers usually advertise key positions. Develop interest in the job. Ads with more specific job information are more attractive and more

credible. Realism reduces applicants but improves employee retention. Employers should create the right impression of their company

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Employment Agencies : Public and Nonprofit agencies Privet agencies

Why Agency?? Firm dont have own HR Department

Paticular job Time saving

Problem- potential pitfall

Solutions Provide accurate & complete job description Make sure about agencies selection process

Periodic review of selected candidates Screening of agency

Temp Agencies and alternative staffingEmployer supplement their permanent workforce by hiring temporary workers.WHY?? To Fill in for the permanent employees who are sick or on vacation More productivity. paid only for working hours.Legal Guideline Exploitation of contract labour Law suits that might lead to employees getting absorbed permanently in the firm

DOs InvoicingTime sheetsRecruitment of and benefit for

temp employees

Dont Negotiate payrollTerminate directlytraining

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Offshoring and Outsourcing JobsOutsourcing means having outside vendors supply services offshoring is a narrower term means having outside vendors abroad suppservices.ChallengesPolitical tension,cultural misunderstanding,security and privecy issue,special training need

Executive RecruitersSpecial agencies retained by employers to seek out top management talent for their clients

Pros Saving top managements time Recruiters have a lot of contacts.

Cons Recruiter dont understand your needs Recruiters may persuade you to hire someone rather find

Guidelines Firm is capable of conducting a thorough search. Meet the individual who will actually handle your assignment Ask for charges. Clear about needs and positions Never rely solely on executive recruiters

College Recruiting

Goals : To Determine if candidate is worthy forfurther consideration To attract good candidate

Problems Expensive and time consuming Schedules Recruiters inefficiency

Solutions Screening and relation Choosing recruiters ca

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Diversity is important due to growing:

Globalisation : due to shortage of talent in tier 1 cities, companies looking forwartowns and rural areas for talent.

Increase in minority : certain %age is reserved for minorities like SC, ST, OBCgive reservation to minority religions well.

The disabled : they should be given a chance as they compete equally with otheranging from IT to creative advertising to receptionist.

Increase in older work force : older workers tend to have low absenteeism

reliability, better work habits. Increase in women candidates : Managers should be trained to be unbiased. Po

flexible timings can be considered.

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PURPOSE OF APPLICATION FORMS:

1. Judgment on substantive matters: based on education and job.

2. Previous progress and growth.

3. Stability based on previous work record.

4. Predict as to which candidate will succeed in doing a job and which not.

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APPLICATION GUIDELINES:

1. Personal history section.

2. Employment history section.

3. Personal declarations.

4. Signature of the applicant to certify all details.

USING APPLICATION FORMS TO PREDICT JOB PERFORM statistical studies to analyze the relationship between bio data

responses on application forms and measures of success on the job

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