This Paper discusses personnel planing, recruitment, selection and the procedure for planning Organization's human resources requirements, and subsequently recruitment process. Finally the paper focuses very briefly on the challenges that HR managers are facing in the 21st century.

1. 1 © 2015 Jili'ow, Personnel Planning, Recruitment & HR Challenges in 21st
Century.
PERSONNEL PLANNING, RECRUITMENT PROCESS
AND HR CHALLENGES IN THE 21st
CENTURY.
BY
ALI IBRAHIM JILI'OW
MBA, OUM
SEPTEMBER, 2015

2. 2 © 2015 Jili'ow, Personnel Planning, Recruitment & HR Challenges in 21st
Century.
Introduction
Personnel planning and recruitment is one of the most essential activities that human resources
department engages in any organization, and in order to plan organization's human resources
requirements in both short run and long run, the organizations has to makes chooses and careful
selection to have the best candidates that might be an asset to the organization. However this
paper highlights personal planning, the procedure for planning Organization's human resources
requirements, and subsequently recruitment process. Finally the paper focuses very briefly on the
challenges that HR managers are facing in the 21st
century.
Personnel planning
The objective of human resources planning is to ascertain organization's human resources needs
in the long run and short run, and that the organization has the right type of employees required
with the right time, right skills and with the right numbers. Human resources planning can
categorically be two forms, Short term HR planning and long term HR planning.
The pupose of human resources planing is
 To make sure best possible utilization employees now available in the organization
 To evaluate the future skill requisite of the organization
 To offer control measures to ensure that crucial resources are available as and when required
 To link manpower planning with the organizational planning
 To determine recruitment levels.
 To anticipate redundancies
 To determine optimum training levels
 To provide a basis for management development programs
 To cost the manpower
 To assist productivity bargaining
 To assess future accommodation requirement
 To study the cost of overheads and value of service functions
 To decide whether certain activity needs to be subcontracted

3. 3 © 2015 Jili'ow, Personnel Planning, Recruitment & HR Challenges in 21st
Century.
Definitions: Business Dictionary defines Human resources planning as the process that links
human resources needs of an organization to its strategic plan to ensure that staffing is sufficient,
qualified and competent enough to achieve organizational objectives.
Human resources planning is the procedure of ensuring that the right people are in the right
place, and at the right time to get done the task of the organization. More particularly, a
personnel planning is a organized process for identifying and addressing the gaps between the
employees of today and the human capital requirements in the future (US Department of
Transportation, 2008).
Steps for human resources planning
The following are the essential steps for planning organization's human resources requirements;
HR planning should however be line with Organizational Objectives and Strategies, the
following are the key steps for planning organizations' personnel planning
1. Scan External environment for Changes affecting labor supply
2. Analyze Internal Inventory of human resources Capabilities
3. Forecasting
4. Survey of People Available
5. Human resources strategies and plans
6. Organizational Need for People
A personnel planning has customarily been used by businesses to make sure that the right person
is in the right job at the right time (Schuler, 1999)
Modern human resource planning takes place within the broad framework of organizational and
strategic business planning and it relates to forecasting the organization's expectations for human
resource requirements and planning for how those needs
Will be get together (Jackson, 1990) Human Resources planning affect what employers do when
recruiting, selecting, and retaining people, and, of course these actions affect organizational
results and success.
A personnel planning is the strategic arrangement of an organization’s employees with its
business direction. It is a practical process of analyzing the present workforce, identifying future
labor force needs, establishing the gap between the present and the future, and implementing
solutions so the organization can carry out its mission, goals, and objectives.(International
Association for Management Administrators ).

4. 4 © 2015 Jili'ow, Personnel Planning, Recruitment & HR Challenges in 21st
Century.
Human resource planning is a tactical procedure that predicts the demand for jobs in the
organization and anticipates the availability of employees (Wai, 2011).
[Workforce planning is a systematic process of identifying the workforce competencies required
to meet the company's strategic goals and for developing the strategies to meet these
requirements] (Wai P. D., 2011)
Recruitment
Good staffing and selection of qualified employees continues seems to be the greatest obstacle
that many organizations experiencing this generation in order to look for, attract, train potential
employees in order to make the organization's mission successful.
The efficient recruitment and selection of employees is a essential Human Resources
Management activity, one that if managed well and might have a considerable impact on
organizational performance as well as lead to a more positive organizational reflection (Pilbeam
and Corbridge, 2006).
According to CIPD (2006) the key recruitment channels used to attract applicants include:
advertisements in local newspapers; recruitment agencies/search firms; corporate websites;
specialist journals; encouraging speculative applications; employee referral schemes, and
national newspaper advertisements.
As Mullins (2010, p 485) notes: ‘If the HRM function is to remain effective, there must be
consistently good levels of teamwork, plus ongoing co-operation and consultation between line
managers and the HR manager.
Definitions of recruitment
Longman Dictionary of contemporary English defines recruitment:
To find new people to work in a company, join an organization, do a job.
Merriam Webster Dictionary defines recruitment as
a. The process of recruiting
b. The process of adding new individuals to a population
Staffing is the process of producing a group of qualified applicants for a particular work. The
firm has to broadcast the job availability to the market and catch the attention of competent
candidates to apply.
The Saylor Foundation defined recruitment as a process that provides the organization with a
pool of qualified job candidates from which to choose.

5. 5 © 2015 Jili'ow, Personnel Planning, Recruitment & HR Challenges in 21st
Century.
Ray French and Sally Rumbles described Recruitment as the process of generating a pool of
capable people to apply for employment to an organization.
Ineffective recruitment has a number of cost implications For employers: low morale which can
affect employee performance; lost business opportunities, as well as higher levels of labour
turnover (Christina Evans, 2007)
Recruitment process can take place in to forms internal and external, internal recruitment takes
place within company, while the other form can be external, out of the organization.
Types of recruiters
There are three main types of recruiters
1) Executive search firm
2) Temporary recruitment or staffing firm.
3) Corporate recruiter.
Thomas R. Maloney provide the following recruitment Methods
a) Suggestions from Current Employees
b) Word of Mouth
c) Want Ads
d) Government Job Services
e) College Placement Offices
f) Posting Job Announcements on Bulletin Boards
g) Executive Search Firms
h) The Internet
Areas to recruit and identify labor pools
Thomas R. Maloney provide the following recruitment area where pool of candidates can
available
1) Immigrant workers
2) Retirees
3) High school students
4) 4, College students
5) Homemakers,
6) Part-timers
7) Unemployed or downsized workers

6. 6 © 2015 Jili'ow, Personnel Planning, Recruitment & HR Challenges in 21st
Century.
Recruitment Guidelines
1) Vacancy identification
2) Complete paper work to begun recruitment
3) Approval to begun recruitment
4) Submit to HR
5) Reveiw
6) Create job announcement
7) Approval of job announcement
8) Job posting
9) Application
10) Selection
11) Notification from work force planing
12) Screening
13) Interview
14) Completion of selection
15) Review of selection
16) Reference check
17) Offer of eployment
18) Appointment letter
19) Applicant notification
Steps in recruitment process
i. Staff Plans
ii. Develop job analysis
iii. Write job description
iv. Job specification development
v. Know laws relating to the recruitment
vi. Develop recruitment plan
vii. Implement recruitment plan
viii. Accept application material
ix. Selection process

7. 7 © 2015 Jili'ow, Personnel Planning, Recruitment & HR Challenges in 21st
Century.
HR Challenges in the twenty first century
Managing global human resources is different from managing domestic employees; Human
resources managers are constantly experiencing challenges in international human resources
management that is far more complex than domestic. However the merging challenges of Hr are
1) Work force diversity,
2) Globalization
3) Advancement and changing technology
4) Legal and political environment
5) Changes in economic environment and
6) Mobility in professional personnel.
Work force diversity: The ultimate success of any business relies on the ability to manage a
diverse and talent work force that can bring fresh innovative ideas, perspectives and views to
their work.
Globalization: The theory of globalization has becoming more popular, it's about to make the
world into a single village through improved transportation and technology. It means that world
trade and financial markets are becoming more integrated. Growing internationalization of
business has its impact on HRM in terms of problems of unfamiliar laws, languages, practices,
competitions, attitudes, management styles, work ethics etc.
Technology: Changing and advancement in technology has becoming an obstacles for HR
managers, manual work is declining substantially due to technology, the jobs that human used to
do is shifting into machines, these machines work like human being working all day without
limitation. Some machines are becoming outdated while they are still working on.
Legal and political: Legal and political issues becoming another issue that effect HR, Changes
in political and legal environment reflects changes in legal systems political parties and the
introduction of new rules and regulation due to which new laws are come and you have to follow
all laws while doing business.
Changes in Economic environment: Changes in Economic environment include the factors as
inflation rate, buying behaviors of the consumers, their purchasing power, and availability of all
the factors of production, income per capita, wages and salaries

8. 8 © 2015 Jili'ow, Personnel Planning, Recruitment & HR Challenges in 21st
Century.
Mobility in professional personnel: Mobility in professional personnel across the organizations
is becoming another challenge that HR managers facing these days, as the person becomes
specialist in a field he tends to switch into another company as his skills and competences are
becoming scarce and more demanding in the organization in the environment (Mrs. Ekta
Srivastava, 2012).
Other barriers that expatriate may experience during their assignment abroad include cultural
differences, language barriers, local customs religion and beliefs, life style, interpersonal
communication, traffic and road signs, weather and climate., so before we jump into the pre-
departure training programs, let us see the definition of expatriate
Conclusion
Al though globalization makes our planet closer than before in terms of Transportation and
communication, it also makes the business world borderless by removing all business barriers.
Many businesses go to the globe; products made in Beijing may sell to New York. Making
business beyond your borders can sometimes be stressful and very challenging. So Human
Resources managers are now facing many challenges in present business activities. However the
merging challenges of Hr are as work force diversity, Globalization, Advancement and changing
technology, legal and political environment, changes in economic environment and mobility in
professional personnel, other new challenges may include be terrorism, kidnapping and
extortion.

9. 9 © 2015 Jili'ow, Personnel Planning, Recruitment & HR Challenges in 21st
Century.
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