Professional Documents
Culture Documents
HR PLANNING, RECRUITMENT
AND SELECTION
HR PLANNING
NEED OF HR PLANNING
Every organization needs personnel to carry
out work activities
There is a need for replacing personnel
Labor turnover is unavoidable
To meet the needs of expansion,
diversifications
To meet challenges & opportunities
To facilitate new technology
To abide to Govt. policies, work conditions,
pressure from trade unions, etc.
Scope
HRP PROCESS
Strategic
Planning
Technological
Technological forecasts
forecasts
Economic
forecasts
Economic forecasts
Market
Market forecasts
forecasts
Investment
Investmentplanning
planning
Annual
operating
Annual operatingplans
plans
Annual
Annual employment
employment
requirements
requirements
Variances
Variances
Action
Decision
s
Existing
Existing employment
employment
inventory
inventory
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
Job Analysis
Job Description
Job Specification
Job
JOB DESCRIPTION.
According to M.W. Cuming, A job description
is a board statement of the purpose, scope, duties
and responsibilities of a particular job.
It is a written statement of what the job holder
does, how it is done, under what conditions it is
done and why it is done.
The employee would be given the job description
so they would know exactly know what is
expected of them. They would be told the goals,
the work hours, the required tasks to complete
and how they would be compensated
JOB SPECIFICATION
Job specification or job requirements is a by product
of job analysis it is a statement of minimum
acceptable human qualities necessary to perform a
given job properly- Edwin B Flippo.
Astatementofemployeecharacteristicsandqualifi
cationsrequiredfor satisfactoryperformanceof
defineddutiesandtaskscomprising a
specificjoborfunction. Job specification is derived
fromjob analysis.
JOB SPECIFICATION
1.
2.
3.
4.
JOB EVALUATION
RECRUITMENT
1.
2.
3.
4.
5.
6.
7.
8.
9.
Internal factors
Pay package
Organizational image
Quality of work life
Org,. Culture
Growth rate
Role of trade union.
Career planning &
development.
Size of the organization
Geog. Spread of
companys activities
External factors
4.
5.
Unemployment rate.
1.
2.
3.
24
METHODS OF RECRUITMENT
Methods of recruitment
Methods of
recruitment
Internal
recruitment
External
recruitment
PhotoDisc
METHODS OF RECRUITMENT
Internal
Internal recruitment
recruitment
METHODS OF RECRUITMENT
External
External recruitment
recruitment
INTERNAL METHODS
Transfer
and promotion
Job posting
Employee referrals
Former employees
EXTERNAL METHODS
Campus recruitment
Scouting
Advertisements
Professional associations
Employment agencies
Trade unions
Internships
Executive search agencies(head hunters)
Walk-in applicants
SELECTION
SELECTION
Selection is the process of picking individuals
(out of the pool of job candidates) with requisite
qualification and competence to fill job in the
organization.
It is the process of examine the applicants with
regard to their suitability for the given job or jobs
and choosing the best from the suitable
candidates and rejecting the others.
Reliability test
Consistency of scores obtained by the same
person when re-tested with identical or
equivalent tests.
Are test results stable over time?
Degree to which an experiment or evaluation
procedure gives consistent results each time it
is employed.
Reliability can be assessed in a variety of ways:
1. Test-retest reliability
2. Inter-rater reliability
3. Parallel-forms reliability
Validity
screening device
Reliable tool.
Ideal for large groups
Predictor of intangible talents
Record for future.
SELECTION PROCESS
Screening of
Applicants(Application form)
Selection tests
Selection Interview
Medical Examination
Reference Check and
Background Verification
Hiring Decisions
INTERVIEW
TYPES OF INTERVIEWS
Unstructured
interview
Structured interview
Personal interview or one-to-one interviews.
Panel interview
Stress interview
Situational interview
Behavioral interview
Depth interview
Telephone interview
Video conferencing
INTERVIEW PROCESS
Well
+++++++
++
++++++++++++++
ERRORS IN SELECTION
1. Subjectivity over objectivity
2.Making hasty decisions
3. Accountability for selection errors
4. Lack of good information on candidates
5. The wrong people are doing the hiring
DIFFERENCE BETWEEN
RECRUITMENT AND SELECTION
Recruitment
Selection
It is a positive process
It is a negative process