Professional Documents
Culture Documents
Recruitment
By Shweta Bambuwala
Characteristics
Aims at fulfilling corporate strategies and goals
Process involving series of related activities
Determines Long term strategies from hr
perspectives
Logical and efficient decision making
Emphasizes both quantitative and qualitative
dimensions of HR
HR forecastingneed assessment
(contd.)
3. Delphi technique
The Delphi technique is basically a group-based
systematic forecasting method.
This technique does not require any face-to-face
participation by the experts.
5. Managerial Judgment
The forecasting in managerial judgment is
based on the managers subjective views on
the possible human resource requirements in
the future.
Forecasts are made about the HR
requirements, usually by the senior managers
of the organization based on their experience.
Types
1. Bottom up Approach
2. Top Down Approach
7. zero-base forecasting
Zero-base
forecasting
requires
lines
managers to justify the need to continue
with the positions or jobs that fall vacant in
their department.
It does not consider any position as eligible
for routine continuance.
This method requires managers to conduct a
comprehensive study of the utility of each
vacancy before seeking replacements. This
technique is derived from the widely popular
concept of zero-base budgeting.
8. simulation model
Simulation model is a mathematics-oriented,
software-enabled technique.
This model simulates the HR requirements
and availability to determine the likely gap
between the demand for and the supply of
human resources.
The working of the simulation model involves
asking several what-if questions to develop
alternatives in the forecasting process.
Step-4.1: HR forecastingestimation of
availability
The techniques for forecasting HR availability
through internal sources are
1. Replacement charts- These are records that
contain details about the currently serving
employees and the possible replacements for
them in their position.
Position Replacement Chart
Personnel Replacement Chart
2.Turnover rate
3.Human resource management information
system (HRIS)
4. Productivity level
5. Overtime and absenteeism
6. Succession planning
Recruitment
What is recruitment?
Recruitment is a search for promising job
applicants to fill the vacancies that may arise in
the organization.
It is a positive act.
It involves a series of planned activities.
It helps in developing applicant pool.
It represents the first contact between
the organization and the potential
employees.
It intends to locate and reach out to
potential applicants.
Recruitment process
The recruitment process is concerned with the
procedure for the identification and classification
of the potential source of human resources
supply and effectively utilising those sources.
524
Rehiring Former
Employees
Succession Planning
(HRIS)
525
Limitations
Restriction on recruitment of
diverse workforce
May get better candidate but
not the best all time
May result in in breeding
Can affect unity and integrity
of the organization
Difficult to infuse fresh talent
and creativity
Executive Recruiters
Advertising
Employment Agencies
College Recruiting
Offshoring/Outsourcing
Limitations
Existing employees may not
get adequate opportunity for
promotion
Costly and time consuming
Induction and socialization
may not be smooth
Less committed than existing
employees
Greater possibility of hiring a
wrong person from external
sources
The Disabled
Welfare-to-Work
Older Workers
Minorities and
Women
529
Existing employees
Employee referrals
Advertising
Private employment agencies
Internet recruiting