HUMAN RESOURCE MANAGEMENT

CHAPTER 5

HUMAN RESOURCE PLANNING

AND RECRUITING
Presented By
Harish Mudgal
231061
Honey Nitharwal
231067
Pooja Sharma 231097
Kanika Jain
231073
Rohit Mohan
231103
Kritika Bhatia
231079
Radhika Modi 231109
Mimansha Gupta
231091
Rajeev Sharma 231115

RECRUITMENT AND SELECTION PROCESS

DECIDE
POSITION
S TO BE
FILLED
Through HR
HR
Through
planning
planning
and
and
forecasting
forecasting

RECRUITMEN
T:
Build a pool
of
candidatesexternal and
internal

Candidates
Candidates
complete
complete
application
application
form
form

Selection
Selection
tools used
used
tools
to screen
screen
to
out
out

Interviewing
Interviewing
by supervisor
supervisor
by
and others
others for
for
and
final selection
selection
final

C
A
N
D
I
D
A
T
E
I
S
S
E
L
E
C
T
E
D

PLANNING AND FORECASTING

EMPLOYMENT (or HR) PLANNING: process of deciding what positions to be

filled by the firm and how. Succession Planning- for executive jobs.
BUILD- training, development for current employees & BUY- using recruiting
sources, going outside for recruitment. Eg- SBI
FORECASTING PERSONNEL NEEDS: 1st forecast revenue, then estimate size of
staff required to support this sales volume. Other factors- productivity changes,
decisions to upgrade, etc.
Trend Analysis: studying variations in firms employment levels
Ratio Analysis: ratio of some factor(eg- sales vol.) & no. of employees reqd.
Scatter Plot: graphically how a factor and no. of employees are related
Computerized Forecasts: generating avg. staff according to inputs. Eg- Labour
scheduling system- estimate staff according to sales forecast & store traffic.

 FORECASTING THE SUPPLY OF INSIDE CANDIDATES: Determining

which current employees qualify for the projected openings through
qualification inventories.
Manual Systems & Replacement Charts:
personnel inventory and development record form has qualification
information, including education, languages, skills etc.
Personnel replacement charts- for top positions showing present
performance & promotability of each potential replacement.
Position replacement card for each position
Computerized Skills Inventories- automatic skill inventory management,
includes work ex codes, product knowledge, industry experience, etc
Keeping information private: securing data

FORECASTING THE SUPPLY OF OUTSIDE CANDIDATES: If not

enough inside candidates, turning to outside candidates. Finding how
difficult it will be to find good outside candidates. Eg- unemployment
rates of 9% in the US in 2009- easier to find good candidates.

Why effective Recruiting is a

challenge
Difficult to match job description with
the bunch of CVs
Its difficult to relate job to candidates
profile and it is time consuming and
complex.
Filtering 2 or 3 candidates from a
database of 1000 is a great challenge
Candidate turning up the interview but
rejecting the offer due to some reason.

Recruiting yield
Pyramid
50
100
150
20
0
120
0

New Hires
Offers made(2:1)
People
Interviewed(3:2)
Candidates
invited(4:3)
Leads
generated(6:1)

Centralised recruitment - Major firms uses centralised recruitment in which personnel

department at head performs all the recruitment
Advantage
It reduces the administrative cost by
consolidating all recruitment activities at
one place
It helps in better utilization of specialists
It ensures uniformity in recruitment and
selection of all types of employees
It tends to reduce favouritism in
recruitment and makes the recruitment

Disadvantage
There is delay in recruitment as
operating units cannot recruit staff as
and when required
The central office may not be fully
familiar with job requirements of different
units and the most suitable sources for
the required staff

Internal sources of
Pros
candidates

Morale and motivation of employees

improves
Foreknowledge of candidates strength
and weakness.
Candidate have stronger commitment to
company.
Present employees familiar with
organization surroundings.
Reduction in time and expenditure for
Finding
internal
recruitment
Job
Posting
candidates
Publicizing an open job to employees
and listing its attributes.
Examination of HR record for potential
candidate.

Cons
Lack of fresh employees and their
experience in the organization.
Promotion based on seniority.
Restriction in selection choice.
All vacancies cannot be filled from within
organization.

Re-hiring former employee

Advantage:
They are known quantities
They know the firm and its culture.
Disadvantage
They can return with less positive
attitudes as we let them go.
Also employee who resigned in better
situation may distract current
employees.

Outside Sources of Candidates

Recruiting through the Internet via websites and job boards.
Social Networking sites like LinkedIn and Monster Networking
Keyword searches on online databases.
Dot-Jobs Domain- Gives job seekers a one click conduit for
finding jobs.
Virtual Job Fairs- Job seekers can listen to presentations, visit
booths, leave resumes and business cards
Applicant tracking systms- Online systems that help
employers attract, gather, screen, compile and manage
applicants

PROS AND CONS

Advantages
Cost Effective
Generates more responses in a small amount of time.
Companies can post detailed job duties listings.
Disadvantages
Restricted to people having internet access and are adept at
using it.
May leave out older people.
Popular job portals in English.
Internet overload.

ADVERTISING
The Media
Depends on the positions for which they are recruiting.
Technology lets the ads be more creative and informative .

Constructing the Ad
Experienced advertisers use AIDA- attention, interest, desire and
action.
Employers usually advertise key positions.
Develop interest in the job.
Ads with more specific job information are more attractive and more
credible.
Realism reduces applicants but improves employee retention.
Employers should create the right impression of their company

Employment Agencies:
Public and Nonprofit agencies
Privet agencies

Problempotential pitfall

Solutions
Provide accurate & complete job description
Why Agency??
Make sure about agencies selection process
Firm dont have own HR Department
Periodic review of selected candidates
Paticular job
Screening of agency
Time saving
Temp Agencies and alternative staffing
Employer supplement their permanent workforce by hiring temporary workers.
WHY??
To Fill in for the permanent employees who are sick or on vacation
More productivity. paid only for working hours.
Legal Guideline
Exploitation of contract labour
Law suits that might lead to employees getting absorbed permanently in the firm

DOs
Invoicing
Time sheets
Recruitment of and benefit
for temp employees

Dont
Negotiate payroll
Terminate directly
training

Offshoring and Outsourcing Jobs

Outsourcing means having outside vendors supply services offshoring is a narrower term means having outside
vendors abroad supply services.
Challenges
Political tension,cultural misunderstanding,security and privecy issue,special training need
Executive Recruiters
Special agencies retained by employers to seek out top management talent for their clients

Cons

Pros

Recruiter dont understand your needs

Recruiters may persuade you to hire someone
rather finding

Saving top managements time

Recruiters have a lot of contacts.

Guidelines
Firm is capable of conducting a thorough search.
Meet the individual who will actually handle your assignment
Ask for charges.
Clear about needs and positions
Never rely solely on executive recruiters

College Recruiting
Goals:

Problems

To Determine if candidate is worthy Expensive and time consuming

Schedules
for further consideration
To attract good candidate
Recruiters inefficiency

Solutions
Screening and relationships with
colleges
Choosing recruiters carefully

Diversity is important due to growing:

Globalisation: due to shortage of talent in tier 1 cities, companies
looking forward to small towns and rural areas for talent.
Increase in minority: certain %age is reserved for minorities like SC, ST,
OBC. A few states give reservation to minority religions well.
The disabled: they should be given a chance as they compete equally
with others in jobs ranging from IT to creative advertising to receptionist.
Increase in older work force: older workers tend to have low
absenteeism rate, more reliability, better work habits.
Increase in women candidates: Managers should be trained to be
unbiased. Portable jobs, flexible timings can be considered.

RECRUITING A MORE DIVERSE

WORKFORCE

DEVELOPING AND USING

APPLICATION FORMS
PURPOSE OF APPLICATION FORMS:
1. Judgment on substantive matters: based on education and job.
2. Previous progress and growth.
3. Stability based on previous work record.
4. Predict as to which candidate will succeed in doing a job and
which not.

APPLICATION GUIDELINES:
1. Personal history section.
2. Employment history section.
3. Personal declarations.
4. Signature of the applicant to certify all details.

USING APPLICATION FORMS TO PREDICT JOB

PERFORMANCE:
. statistical studies to analyze the relationship between bio
data responses on application forms and measures of
success on the job