81
Pre & Post Recruitment Functions (Chapter 3)
2) Identity Crisis: Sometimes, managers and the
human resource experts in the organisation are
of
unable to clearly un-derstand the entire process
HRP. Due to ihis, there exists a problem of
identitycrisis.HRplanningcannotbeeffective
until the experts have a clear understanding of
objectives.
3) Requires Active Involvement of Top
Management: Top management should be an
integral part for the manpower planning' If the
top management does not play an active role'
the
essentialresourcesandassistancerequiredfor
be
the effective human resource planning cannot
gained in the organisation'
4)' Employee Resistance: Usually trade unions
oppire the manpower planning as they think that
ii will increase the burden of work on the
employees and govern them by the means of
pro^ductiuity bargaining' Moreover' according to
of the
unions, it will increase unemployment
unskilled labours.
5) Technical Issues: E'ffective HRP is not an
instantaneous task. It takes time to be
gradually
accepted. Newer technologies have to be adapted'
SoaStobeinthecompetition.occasionally,
difficulttechnologiesarevigorouslyintroduced,
because competitors are also using them'
This
cannotbefruitfulunlessHRpersonnelidentify
trainingneeds,anditistheHRPwhichidentifies
the employees who are in need of training'
System: Development of
6) Weak Information on the
successful human resource planning is based
credibility ofinformation system' In tndian
industries,theinformationsystemisstillnotwell
cannot
developed. Hence, precise and reliable data
planning'
be collected for effective human resource
Uncertainties: HRP is not wise to depend
7)
entirelyonthegeneraliseddatacollectedabout
the manpower. Seasonal jobs, absent employees'
technological issues are the factors which
hamPer the manPower Planning'
8) Costly and Lengthy Activity: HRP is a costly
andtime-takingactivity.Therearechancesthat
organisations may not adopt the system as
it will
increase the cost burden on the organisation'
9)ImproperCoordinationwithOtherExecutive
Functions: Usually manpower planner does not
interact with manager and is confined to his
own
planning'
area of concern. This hampers the HR
For its effectiveness, HRP should be
incorporated with other managerial functions'
10) Loss of Balanced Focus: Usually focus
is given
on the quantifiable facet of HR planning' i'€''
number of individuals leaving or joining the
organisation. Qualitative part is neglected which
includesdevelopmentofcareer,self-esteem,and
planning skill levels, etc' Such uneven focus
impacts the efficiency of HRP'
3.3.1. Meaning and Definition of
Recruitment
Recruitment can be defined as the process of
finding
out prospective candidates for filling actual or
projected vacancies in an organisation' Recruitment
LnuUt", the organisation to obtain the number
and
its
types of individuals required for continuous
working. Normally, it is an effort to gain the interest
ofthe*ndidut.slookingforjobs,findthecandidates
interested in the job and create a group of
potential
the management
employees, with the help of which
can choose the suitable person for the
job'
The process of recruitment is one of the most
significant aspects for operating a business
su"ccessfully. Tire quality of the workers determines
the perforrnance of an organisation, and therefore'
individuals who effectively manage all the functions
of the organisation are more suitable for it' Even
though, changes can be brought in some incompetent
.*pLy."s by training and rigorous supervision'is
recruitment of capable and passionate people
undoubtedly preferred. By appointing the right
person on ih.^right position, gteat amount of
time'
fn..gy, and moiey ian be saved' Therefore' it is
n".""rrury for a manager to recruit high-quality
employels in order to fulfil the organisational
needs.
AccordingtoEdwinB.Flippo,..Recruitmentisthe
process of searching for prospective employees
and
itimulating them to apply for jobs in the
organisation".
AccordingtoBarber,..Recruitmentincludesthose
practices and activities carried out by the
trganisation with the primary purpose of identifying
and attracting potential employees"'
According to Dale Yoder, "Recruitment is a process
to discover the sources of manpower to meet the
requirements of the staffing schedule and to
employ
effectivemeasurestorattr;rctingtlratmanpowerin
selet:ticrn cf
adequate numbers to facilitate r:ffective
an efficient workjrtg tbrce"'