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Subject Name : HR Planning and Staffing

Subject Code : HRM


Organisation survives and improves in the market due to the availability of

best human resources, thought-out strategy, tested processes and latest
technology. Any organization wanting to compete with the competitors or
aspires to secure the confidence of the customers for their products/services,
will have to thoroughly analyse the planning strategy with regard to various
areas/functions. Since, it is the available people who are the key caretakers of
all the functionalities of an organization, it becomes more imperative to
understand the kind of people associated with the firm as their
presence/absence makes the difference in terms of results and performance
of an organization. It is important to assess what number of manpower, the
organization is expecting and the types of skills/talent the organization needs
in fulfilling the objectives. This is where HR Planning comes into the picture
followed by the Staffing activity. If these two major activities are carried out
successfully, major issues and problems can be averted at the nascent stage.

Objective of the Study

a) To familiarize with the concepts and methods of HR Planning and

b) To understand the techniques applied in the manpower assessment
c) To understand the hiring strategies and issues



• Basics in HR Planning: Macro Level Scenario of HRP, Concepts &

Process of HRP, Considerations – Technology, Finance, Product Demand,
Case Analysis 001
• Methods & Techniques: Demand Forecasting: Managerial Estimates,
Trend Analysis, Markov Analysis, Utilization Analysis: Work Study, Job
Analysis, Supply Forecasting: Inventory Analysis, Wastage Analysis,
Balancing Supply & Demand, Issues of Shortage & Surplus, Case
Analysis 002
• Human Resource Information System (HRIS), Case Analysis 003


• Job Analysis & Job Evaluation: Job Analysis – Concepts, Process, Job
description, Job Specification, Uses, Limitations, Job Evaluation –
Concepts, Methods, Limitations, Case Analysis 004
• Measurement of HR Planning: HR Audit, HR Accounting, Case
Analysis 005
• HR Plan - Implementation Strategies: Recruitment, Redeployment,
Redundancy, Retention, Productivity Plan, Training Plan, Career Plan,
Succession Plan, Compensation Plan, Case Analysis 006


• Job Analysis. Meaning, definition and purpose. Methods of job

analysis: job analysis interviews, job analysis questionnaire, task
analysis inventory, position analysis questionnaire, subject expert
workshops, critical incident technique, F1eisclunann job analysis
survey, functional job analysis, job element method, repertory grid,
critical incident technique, Case Analysis 007
• Hiring Process: Hiring decision. Nature of hiring: regular, temporary,
full time, part time, apprentice, contractual, and outsourcing. Existing
post or new post to be created. Need analysis, cost analysis and job
analysis, Case Analysis 008
• Hiring internally. Meaning and definition of internal recruitment.
Advantages and disadvantages in terms of cost, time, quality and
• Sources of internal recruitment: - circulars, intranet
advertisements, employee referrals. Appointment or promotion. Policy
guidelines and union settlements, Case Analysis 009
• External Hiring. Meaning and definition of external recruitment.
Sources of recruitment:- advertisement, in newspaper, TV/Radio,
Internet, search on the internet, wanted signboards, consultants,
employment exchange, campus recruitment, employee referrals and
unsolicited applications. Advantages and disadvantages of the above
sources in terms of cost, time, convenience, reach of the targeted
population, and quality of applicant pool, Case Analysis 010


• Job advertisement: drafting, size and contents. Contents of public

sector recruitment: single or multiple sources and choosing the best
• Screening the candidates: Application Forms: bio-data / resume
/curriculum vitae and weighted application blanks: meaning definition,
purpose, advantages and disadvantages – taking a behavioral approach
to recruitment: spotting personality patterns, making basic
assumptions, predicting the future, strategy Vs. Technique. Pinning
down what is needed: targeted interviewing, focusing on behaviour,
assessing how person performs, assuming they have been hired. –
Identifying the ingredients of success: the winning candidate’s profile,
challenges in the interview, the starting point, day to day execution,
dealing with people, the inner person, additional characteristics.
Studying the CV, Case Analysis 011
• Testing. Meaning, definition, purpose, advantages and disadvantages.
Ability tests clerical ability test, mechanical ability test, mental ability
test, physical ability test, personality assessment test, typing test,
shorthand test, computer proficiency test

Interviewing: Planning the interview, Interview process - getting started,

examining the 5 interview areas, examining the strengths &
weaknesses, listening to what are being said, digging for behavioral
gold, probing for specifics, spotting patterns, using an interview
checklist, Allowing candidates to ask questions at the end, explaining
the procedure of selection and concluding with a happy note, making
the decision. Interview in public sector undertaking, statutory
requirements, Case Analysis 012


• Reference checking & Appointment orders: meaning, definition

and purpose. Verification of character, criminal antecedents, previous
work behavior and education qualifications. Verification of community
certificates in public sector companies, Case Analysis 013
• Meaning, definition, and purpose. Statutory requirements (under
the Shops and commercial establishments Act). Contents of
appointment letter, hard copy (or soft copy), method of delivery and
retrieving the acknowledgement copy, Case Analysis 014
• Medical Examination & acceptance of offer for joining.

Recommended Text Books:

1. Strategic Human Resource Planning, Belcourt, Monica / McBey, Kenneth.

Thomson Nelson
2. Human Resource Selection by Robert D. Gatewood and Hubert S. Feild,
South western Cengage Learning, Mason, Ohio 2001
Reference Books:
1. Planning and Managing Human Resources, 2nd edition/ Rothwell, William
J./ Kazanas, H. C. HRD Press 2002
2. Staffing Organization, Herbert G. Heneman III, Timothy A. Judge, 5th
Edition, McGraw Hill
3. Employee Selection, Lilly M Berry, Thomson Publications
4. Hiring & keeping the best people, HBS Press
5. Human Resource Planning, Dipak Kumar Bhattacharyya, 2nd edition,
Excel Books.
6. High performance hiring by Robert w. Wendover, Crisp Publication,
California, 1991.