Scribd
Upload
65 views18 pages

Human Resource Planning and Recruitment

The document discusses human resource planning and recruitment. It covers the stages of HR planning including forecasting, goal setting, and evaluation. Forecasting involves determining labor demand, supply, and surplus or shortage. Strategies for addressing surplus include downsizing, pay reductions, transfers, and retirement. Strategies for avoiding shortage include overtime, temporary employees, and new hires. The recruitment process involves personnel policies, sources, and recruiter characteristics to attract qualified applicants.

Uploaded by

GayeGabriel
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
65 views18 pages

Human Resource Planning and Recruitment

The document discusses human resource planning and recruitment. It covers the stages of HR planning including forecasting, goal setting, and evaluation. Forecasting involves determining labor demand, supply, and surplus or shortage. Strategies for addressing surplus include downsizing, pay reductions, transfers, and retirement. Strategies for avoiding shortage include overtime, temporary employees, and new hires. The recruitment process involves personnel policies, sources, and recruiter characteristics to attract qualified applicants.

Uploaded by

GayeGabriel
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
You are on page 1/ 18

Module

4
Human Resource Planning and
Recruitment
Stages in Human Resource
Planning
•  Forecasting
–  Labor Demand
–  Labor Supply
•  Goal Setting and Strategic Planning
•  Program Implementation and Evaluation
Forecasting Stage of Human
Resource Planning
•  Determining Labor Demand
–  derived from product / service demand
–  external in nature
•  Determining Labor Supply
–  internal movements caused by transfers,
promotions, turnover, retirements,etc.
–  transitional matrices identify employee
movements over time
–  useful for AA / EEO purposes
•  Determining Labor Surplus or Shortage
Strategies for Reducing an
Expected Labor Surplus
Extent of
Strategy Speed Human Suffering
1. Downsizing Fast High

2. Pay reductions Fast High


3. Demotions Fast High




Strategies for Reducing an
Expected labor Surplus
Extent of
Strategy Speed Human Suffering
1. Downsizing Fast High

2. Pay reductions Fast High


3. Demotions Fast High


4. Transfers Fast Moderate


5. Worksharing Fast Moderate




Strategies for Reducing an
Expected Labor Surplus
Extent of
Strategy Speed Human Suffering
1. Downsizing Fast High

2. Pay reductions Fast High


3. Demotions Fast High


4. Transfers Fast Moderate


5. Worksharing Fast Moderate


6. Retirement Slow Low


7. Natural attrition Slow Low



8. Retraining Slow Low
Strategies for Avoiding an
Expected Labor Shortage
Strategy Speed Reversibility
1. Overtime Fast High

2. Temporary employees Fast High

3. Outsourcing Fast High

4. Retrained transfers Slow High

5. Turnover reductions Slow Moderate

6. New external hires Slow Low

7. Technological Slow Low
innovations
Reasons for Downsizing

•  Need to reduce labor costs


•  Reduced need for labor due to technology
•  Reduced need for professional staff due to mergers
•  Changes in facility locations
Reasons for Downsizing NOT
Living Up to Expectations
•  Long-term negative effect when
improperly managed
•  Loss of valued human assets
•  Survivors become narrow-minded and
risk-adverse
Advantages of
Employing Temporary Workers

•  Increases organizational
flexibility
•  Acts as a source of
permanent hires
•  Reduces training and
orientation costs
•  Brings objective (outside)
perspective to firm
Disadvantages of
Employing Temporary Workers

•  Tension between “temps” and


full-timers
•  Outsourcing can have long-term
negative consequences
Recruitment Activities
Are designed to affect :
l  Number of applicants
l  Type of applicant
l  Those likely to accept position if
offered
The Human Resource Recruitment
Process
•  Decisions are made in 3 areas :
l  Personnel Policies
l  Recruitment Sources
l  Recruiter Characteristics
Overview of the Individual Job Choice-
Organizational Recruitment Process

JOB CHOICE

Vacancy Applicant
Characteristics Characteristics

Personnel Recruiter Recruitment


Policies Characteristics Sources
Personnel Policies
•  can affect the nature of Job Vacancy
characteristics
Specific features include :
l  Internal vs.. External recruiting
t  opportunity for advancement
l  Market Leader Pay strategy
l  Employment-at-Will policy
l  Image Advertising
Recruitment Sources
•  Internal sources
–  faster, cheaper, more certainty
•  External sources
–  new ideas & approaches
•  Direct applicants & referrals
–  self-selection, low cost
•  Newspaper advertising
•  Public employment agencies
–  blue-collar jobs
•  Private employment agencies
–  white-collar jobs
•  Colleges & Universities
•  Electronic recruiting - the Internet
Recruiter Characteristics

l  Functional Area
t  HR specialist v. operating
area
l  Traits
t  warmth, informative
l  Realism
t  realistic job preview
Steps to Enhance Recruiter Impact

l  Provide timely
feedback
l  Avoid rude behavior
l  Recruit in teams

You might also like