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Activity 4

The document discusses human resource planning and recruitment processes. It outlines the steps in human resource planning including identifying current employees, forecasting future needs, analyzing gaps, and developing action plans. It also discusses the recruitment lifecycle and sources of external recruitment for organizations.

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Cristelle Estrada-Romuar Jurolan
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95 views3 pages

Activity 4

The document discusses human resource planning and recruitment processes. It outlines the steps in human resource planning including identifying current employees, forecasting future needs, analyzing gaps, and developing action plans. It also discusses the recruitment lifecycle and sources of external recruitment for organizations.

Uploaded by

Cristelle Estrada-Romuar Jurolan
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Von Ryan B.

Jimenez

BSBA 2ND

Section E

ACTIVITY 4

Resource planning is the act of allocating and utilizing resources (people, machinery, tools, rooms, etc).
Its aim is to maximize resource efficiency, while simultaneously giving an overview of resources'
availability and capacity.

Resource planning helps business owners make the most of their available resources, no matter how
scarce these are. Whether it's one employee or five, a resource plan makes sure that everyone is using
their time and availability efficiently. This is even more important as small businesses scale up.

There are four general steps in the HRP process: identifying the current supply of employees,
determining the future of the workforce, balancing between labor supply and demand, and developing
plans that support the company's goals.

Human Resource Planning Process

Determining the Objectives of Human Resource Planning: The foremost step in every process is the
determination of the objectives for which the process is to be carried on. The objective for which the
manpower planning is to be done should be defined precisely, so as to ensure that a right number of
people for the right kind of job are selected.
The objectives can vary across the several departments in the organization such as the personnel
demand may differ in marketing, finance, production, HR department, based on their roles or functions.

Analyzing Current Manpower Inventory: The next step is to analyze the current manpower supply in the
organization through the stored information about the employees in terms of their experience,
proficiency, skills, etc. required to perform a particular job.

Also, the future vacancies can be estimated, so as to plan for the manpower from both the internal
(within the current employees) and the external (hiring candidates from outside) sources. Thus, it is to
be ensured that reservoir of talent is maintained to meet any vacancy arising in the near future.

Forecasting Demand and Supply of Human Resources: Once the inventory of talented manpower is
maintained; the next step is to match the demand for the manpower arising in the future with the
supply or available resources with the organization.

Here, the required skills of personnel for a particular job are matched with the job description and
specification.

Analyzing the Manpower Gaps: After forecasting the demand and supply, the manpower gaps can be
easily evaluated. In case the demand is more than the supply of human resources, that means there is a
deficit, and thus, new candidates are to be hired.

Whereas, if the Demand is less than supply, there arises a surplus in the human resources, and hence,
the employees have to be removed either in the form of termination, retirement, layoff, transfer, etc.

Employment Plan/Action Plan: Once the manpower gaps are evaluated, the action plan is to be
formulated accordingly. In a case of a deficit, the firm may go either for recruitment, training,
interdepartmental transfer plans whereas in the case of a surplus, the voluntary retirement schemes,
redeployment, transfer, layoff, could be followed.

Training and Development: The training is not only for the new joinees but also for the existing
employees who are required to update their skills from time to time.

After the employment plan, the training programmes are conducted to equip the new employees as well
as the old ones with the requisite skills to be performed on a particular job.

Appraisal of Manpower Planning: Finally, the effectiveness of the manpower planning process is to be
evaluated. Here the human resource plan is compared with its actual implementation to ensure the
availability of a number of employees for several jobs.

At this stage, the firm has to decide the success of the plan and control the deficiencies, if any.

Thus, human resource planning is a continuous process that begins with the objectives of Human
Resource planning and ends with the appraisal or feedback and control of the planning process.

The recruitment lifecycle consists of seven interrelated steps which are as follows:

 Identifying the Hiring Needs.


 Preparing the Job Description.
 Talent Search.
 Screening and Shortlisting.
 Interviewing.
 Evaluation and Offer of Employment.
 Introduction and Induction of the New Employee.

Top 13 External Sources of Recruiting in an Organisation

1. Unsolicited Applications: Most organisations receive many unsolicited applications for various
jobs
2. Employee Referrals and Recommendations
3. Advertisements
4. Employment Agencies
5. Campus Recruitment
6. Employment Exchanges
7. Deputations
8. Professional Bodies
9. Management consultant
10. Temporary of part time employee
11. Recruitment at the gate
12. Labour contractor
13. Labour union

The 5 Steps of the Recruitment Process

 Recruitment Planning: The first step in the recruitment process is planning


 Strategy Development
 Candidate Search
 Screening
 Evaluation and Monitoring

Screening and selection is the process of ensuring your organisation chooses the appropriate applicant
for the appropriate role. Ideally, screening and selection incorporates a variety of steps and does not
rely on any one method or measure. ... Many organisations develop a volunteer application form.

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