Chapter # 3

Human Resource Management

HR Planning and
Recruitment- As a Function
of HR
By:
Saba Gulzar

Introduction
Question 1
Human resource planning is a process by which
an organization ensures that
it has the right number and kinds of people
at the right place
at the right time
capable of effectively and efficiently completing
those tasks that will help the organization
achieve its overall strategic objectives.

Purposes of Human Resource Planning

Question 2
Setting goals and objectives
Examining the effects of alternative human
resource policies and programs

HRP Process
Question 3
Strategic Planning

Technological
Technologicalforecasts
forecasts
Economic
forecasts
Economic forecasts
Market
Marketforecasts
forecasts
Organizational
Organizationalplanning
planning
Investment
planning
Investment planning
Annual
Annualoperating
operatingplans
plans

Human Resource Demand

Annual
Annualemployment
employment
requirements
requirements
Numbers
Numbers
Skills
Skills
Occupational
Occupationalcategories
categories

Human Resource Supply

Compared
with

Variances
Variances

Action
Decisions

Existing
Existingemployment
employment
inventory
inventory
After
Afterapplication
applicationof
ofexpected
expected
loss
and
attrition
rates
loss and attrition rates

If none

IfIfsurplus
surplus

IfIfshortage
shortage

Decisions
Decisions

Decisions
Decisions

Layoff,
Layoff,
retirement,
retirement,
etc.
etc.

Overtime,
Overtime,
recruitment,
recruitment,
etc.
etc.

End
End

End
End

End
End

Examples of Organizational Goals

Question 4
To increase company profits by 10% in the next
fiscal year (profitability)
To close 25 retail outlets in the next four years
(downsizing)
To prepare 10% more chips in the next year
(production capacity)
To guarantee one-day delivery of all first-class mail
within the province by 2016 (service level)

Succession planning
Question 5
includes the development of replacement charts
portray middle-to-upper level management
positions that may become vacant in the near
future
lists information about individuals who might
qualify to fill the positions

Employee Replacement Chart for

Succession Planning

RECRUITMENT
Question 6
Process of attracting and hiring the most
appropriate/qualified candidate (from within or
outside of an organization) for a job vacancy, in a
most timely and cost effective manner.
Recruitment - Process of attracting individuals
on a timely basis, in sufficient numbers, and
with appropriate qualifications, to apply for jobs
with an organization

Recruitment Goal: Match

Person & Job
6A

Recruit applicants who are a good match for the job

11

The Recruitment and Selection Process

6B
Analyze requirements

Plan recruitment programme

Define requirements

Attract candidates

Select candidates

Interview

Test

Assessment centre

Types of Recruitment
Question 7

Types of Recruitment

Internal
Recruitment

External
Recruitment

13

Types of Recruitment
Internal Recruitment
Internal recruitment is when the firm
looks to fill the vacancy from within its
existing workforce.
External Recruitment
The process in which candidates are
attracted from outside the organization
is called external recruitment.
14

Sources of Recruitment
Question 8
Internal Searches
Employee Referrals
Recommendations
External Searches

Sources of Internal Recruitment

8A
Intranets.
Staff notice boards.
In-house magazines /
newsletters.
Internal notices. S
Meetings.
Transfers
Retired Employees

Sources of External Recruitment

8B
Advertising
Colleges and Universities
Electronic Recruiting
Direct Applicants and Referral
Public Employment Agencies
Private Employment Agencies

Advantages of Internal Recruitment

Question 9
Advantages of promoting from within
include
1.
2.
3.
4.

Good Public Relations

Morale Building
Encouragement of ambitious employees
Availability of information on existing employee
performance
5. Cost-Savings
6. Internal Candidates knowledge of the organization
7. The opportunity to develop mid- and top-level
managers

Disadvantages of Internal Recruitment

Disadvantages include:
Possible inferiority of internal
candidates
Infighting and morale problems
Must fill the position vacated by
the promoted employee.
Lack of new ideas and creativity
that may come from a new
person.
Jealousy from those not promoted

(advantages and disadvantages)External Recruitment

Question 10
Advantages of External
Brings in new ideas
May make achieving
diversity goals easier
Handle rapid growth
Get people with up-todate education and
training
Shakeup the organization

Disadvantages of External
Can be more expensive &
time-consuming
Hiring mistakes may be
more likely
Reduced promotion
opportunities might be
discouraging for current
employees

24

Factors that affect Recruitment

Question 11
Organizational size
Employment conditions in the area
Working conditions, salary and benefits offered
Organizational growth or decline
Job attractiveness
Internal organizational policies
Cost of Recruitment