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Human Resource Planning

Human resource planning includes forecasting current and future HR needs through demand and supply forecasts. Managers then conduct job analyses to determine tasks and qualifications, and decide whether to fill positions through internal or external recruitment. Selection tools such as interviews, references, tests and background checks are used to evaluate candidates. Outsourcing is an alternative to hiring that provides flexibility but less control for managers.

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52 views8 pages

Human Resource Planning

Human resource planning includes forecasting current and future HR needs through demand and supply forecasts. Managers then conduct job analyses to determine tasks and qualifications, and decide whether to fill positions through internal or external recruitment. Selection tools such as interviews, references, tests and background checks are used to evaluate candidates. Outsourcing is an alternative to hiring that provides flexibility but less control for managers.

Uploaded by

milanbais
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPT, PDF, TXT or read online on Scribd
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Human Resource Planning

 HR Planning includes all activities managers do to


forecast current and future HR needs.
 Must be done prior to recruitment and selection
 Demand forecasts made by managers estimate the
number & qualifications the firm will need.
 Supply forecasts estimate the availability and
qualifications of current workers and those in the labor
market.
Recruitment & Selection
Figure 10.2

Human
HumanResources
Resources Job
JobAnalysis
Analysis
Planning
Planning

Determine
Determinerecruitment
recruitment
&&selection
selectionneeds
needs
HRM Planning:
Outsourcing
Outsourcing: managers can decide to contract with
outside workers rather than hiring them.
Outsourcing is more flexible for the firm.
Outsourcing often provides human capital at a lower cost.
Outsource problems: managers lose control over output.
Outsource contractors are not committed to the firm.
Unions typically are against outsourcing that has potential to
eliminate member’s jobs.
HRM Planning: Job Analysis
 Job analysis determines the tasks, duties and
responsibilities of the job.
 A job analysis should be done for each job in the
organization.
 Job analysis can be done by:
 Observe current workers.
 Questionnaires filled out by worker and managers.
 Current trends are toward flexible jobs where duties are not
easily defined in advance.
Recruitment
 External recruiting: managers look outside the firm
for people who have not worked at the firm before.
 Managers advertise in newspapers, hold open houses,
recruit at universities, and on the Internet.
 External recruitment is difficult since many new jobs have
specific skill needs.
 A multi-prong approach to external recruiting works best.
 Internal Recruiting: positions filled within the firm.
 Internal recruiting has several benefits:
 Workers know the firm’s culture, may not have new ideas.
 Managers likely already know the candidates.
 Internal advancement can motivate employees.
Honesty in Hiring

 Managers may be tempted to over-rate the


attractiveness of the job and firm.
 They feel if they are honest, person will not work
there.
 Research indicates this is a poor strategy.
 Realistic Job Preview: provides an accurate
overview of the job.
 Avoids having to hire, train and then lose workers.
Selection Tools
Figure 10.3

Background
Background
Information
Information
Interviews
Interviews References
References

Selection
Selection

Performance
Performancetests
tests Paper
Papertests
tests
Physical
Physical
Ability
Abilitytests
tests

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