Staffing Function of HRM

Outline

Manpower planning
Job Analysis
Recruitment
Selection



Manpower Planning
Concerned with the planning future
manpower requirements in the organisation
Ensure that the company has the right type of
people in the right number at the right time
and place to execute tasks contributing to
strategic objectives
Subset of total organizational planning
Manpower Planning- Activities
Forecasting future manpower needs
Making an inventory of present manpower
resources
Anticipating manpower problems by
projecting present resources into the future
Planning the necessary programmes to ensure
that future manpower requirements are
properly met.
Forecasting Techniques
Demand Forecasting
Managerial Judgment
Ratio- trend Analysis
Supply Forecasting
Skills/ Management Inventories
Internal sources of supply
External sources of supply


Strategic HR initiatives
Managing Shortages
- Recruit new employees
- Work current staff
overtime
- Hire temporary workers
- Subcontract work
- Attempt to reduce
turnover
- Redesign job processes


Managing Excesses
- Layoffs
- Hiring freeze
- Reduce outsourced
work
- Paycuts
- Reduce work hours
- Offer VRS
- Employee training
Job Analysis
Identifying the tasks and responsibilities which
comprise the job and the skills, knowledge,
abilities required for successful performance
Three outcomes:
- Job Description
- Job Specification
- Job Evaluation
Components of Job Description
Job Identification
Job Summary
Job duties
Supervision/ Level of authority
Working Conditions
Competencies, skills, qualifications,
experience of job holder




SAMPLE JD

Brand Manager - FMCG MAJOR

Our Client is a leading FMCG MNC.

POSITION: BRAND MANAGER

Key Responsibilities:

Custodian of the New Brand/s in the Premium Business

- Expand Brand Penetration

- Responsible for Brand Profitability

- Develop category/brand consumption building programs

- Aggressively drive mental availability among target consumers in key regional markets.

- Ensure implementation of agreed marketing activities to drive offtake and brand equity

- Lead Agency relationships

Leverage 4C (Category, Competition, Customer, Consumer) insights and Analysis to drive better
effectiveness and efficiency

- Collaborate with Regional APAC brand teams and Creative agency in development of creative
briefs, processes and brand activation communication vehicles.

- Actively collaborated with customer marketing and customer development teams for category's
excellent in-market presence to power activation success.

SCOPE OF ROLE : PAN INDIA

EDUCATION : MBA from Premier Institute with 3+ years of experience in Brand Management.

- Ideally the candidate needs to have a consumer product background

- Experienced in working with multi functional teams in sales, marketing and logistics domain
(direct/indirect sales,sales development,key accounts,marketing, logistics)

- Direct or Indirect Sales & Business Development, Channel Management, Understanding &
Experience of Route to Market Development

COMPETENCIES:

- Customer Focus, Organisational Agility, Process Management, Creativity; Interpersonal Skils


Significance of Job Analysis
Strategic HRP
Recruitment
Selection
Training and Development
Performance Appraisal
Compensation
Safety and Health

Recruitment
Process of discovering potential candidates
Attracting as many qualified applications as
possible
Communicate information in a way that job
seekers respond
Provide correct and adequate information
about the job


Recruitment Sources
Internal:
Present Employees
Employee Referrals
Former Employees
External:
Advertisements
Employment agencies
Campus Hiring
Walk-ins
E -Recruitment

Internal Vs. External Recruitment
Factors to consider:
Financial cost
Time availability
Fresh Talent
Wider/Better Choice
Dissatisfaction among present employees


Selection
Filtering process to choose the most suitable
candidate
Seek optimal match between the person and
the job
Critical Function- performance and cost
considerations
4 possible outcomes: False positive error, false
negative error , true positive, true negative
Selection Process
Initial Screening
Preliminary Interview
Selection Tests
Background investigation
Comprehensive Interview
Conditional offer
Medical Examination
Final Offer
Contract of employment


Comprehensive Approach to Selection
All applicants are put through every step of
the process
Final decision made on basis of cumulative
evaluation of results from all stages
More realistic in approach
Time consuming and expensive
Selection Tests
Ability Tests
Aptitude Tests
Personality Tests
Reliability issue in testing

Interviews
To assess motivation and ability to fit in
One-to-one/ sequential/panel
Structured/ unstructured/ mixed
Most popular device for selection
Subject to interviewer bias- Halo effect