5. Planning & Forecasting
Employment or Personnel Planning
•The process of deciding what positions the firm will
have to fill, and how to fill them.
Succession Planning
•The process of deciding how to fill the company’s most
important executive jobs.
What to Forecast?
•Overall personnel needs
•The supply of inside candidates
•The supply of outside candidates
6.
7. Drawbacks of the Traditional
techniques
• They focus on projections and historical
relationships.
• They do not consider the impact of strategic
initiatives on future staffing levels.
• They support compensation plans that reward
managers for managing ever-larger staffs.
• They “bake in” the idea that staff increases are
inevitable.
• They validate and institutionalize present planning
processes and the usual ways of doing things.
8. INTERNAL RECRUTING
• Any method of identifying and attracting job
candidates from within the organization can be
considered internal recruiting.
SOURCES OF INTERNAL RECRUITMENT:
• 1. Transfer
• 2. Promotion
• 3. Employee referrals
• 4. Former employee
• 5. Dependents and relatives of deceased and
disabled employee.
9.
10.
11. EXTERNAL RECRUITING
External recruitment is the assessment of an available
pool of job candidates, other than existing staff, to see
if there are any sufficiently skilled or qualified to fill and
perform existing job vacancies.
SOURCES OF EXTERNAL RECRUITMENT:
•1. Advertisements
•2. Educational institute
•3. Placement agencies
•4. Employment exchange
•5. Labor contractors
•6. Recruitment at factory gate
•7. Job portals
13. • Recruiting via the Internet
Advantages
Cost-effective way to publicize job openings
More applicants attracted over a longer period
Immediate applicant responses
Online prescreening of applicants
Links to other job search sites
Automation of applicant tracking and evaluation
Disadvantages
Exclusion of older and minority workers
Excessive number of unqualified applicants
Personal information privacy concerns of applicants
14. Advertising for Outside candidates
The Media ChoiceThe Media Choice
•Selection of the best medium depends on the positions for
which the firm is recruiting.
•Newspapers: local and specific labor markets
•Trade and professional journals: specialized employees
•Internet job sites: global labor markets
Effective AdsEffective Ads
•Create attention, interest, desire, and action (AIDA).
•Create a positive impression of the firm.
15.
16. Outside Sources
Executive Recruiters (Headhunters)
•Contingent-based recruiters
•Retained executive searchers
•Internet technology and specialization trends
Guidelines for Choosing a Recruiter
•Make sure the firm is capable of conducting a thorough
search.
•Meet individual who will handle your assignment.
•Ask how much the search firm charges.
•Never rely solely on the recruiter to do reference checking.
18. NEED & IMPORTANCE OF HR PLANNING:
• Protection of weaker sections
• Image increasing investments in HR
• Resistance to change
ADVANTAGES OF HRP:
1.Manpower Needs
2. Change Management
3. Talented Personnel
4. Development of Human Resources
5. Effective Utilization of Human Resources
6. Achieving Organizational Goals
19. EFFECTIVE HR PLANNING:
• Effective HR planning in the changing environment is complex
but very important at the same time. Effective HR planning
keeps into account all the factors necessary to consider.
Following the steps followed for effective HR planning.
• Environmental scanning
• Labor analysis
• Supply analysis
• Gap analysis
• Action programming
• Evaluation
