Chapter 2 Human Resource Planning 2021 - 2

SCHMTT Chapter 2 Human Resource Planning
Chapter 2
Human Resource Planning
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2.1 Concepts and Need of Human Resource Planning

2.2.1 Job Analysis – Definition and Objectives
2.2.2 Job Description – Definition and Format of Job Description
2.2.3 Job Specification – Definition and Advantages of Job Specification
2.2 Recruitment and Selection
2.2.1 Source of Recruitment – Internal Sources – (Promotion, Transfer, Ex-employee, Present Temporary
Employee, HR information system / Data Bank) External Sources – (Advertisement, Campus Recruitment,
Referrals, Employment Agencies, Job Portals)
2.3 Selection Process
2.4 Tests and Interviews
2.4.1 Tests – Aptitude, Psychometric, Achievement, Personality, Interest & Assessment Centre
2.4.2 Interviews – Structured, Unstructured, Stress, Exit, Appraisal, Situational, Behavioral and
Psychological
Objectives
2.1 Concepts and Need of Human Resource Planning
Concept
Human resource management was at that point known as work constrains organization which was
stressed over the activities of a single department. It was consistently concerned with the association of
human. The functions carried out by the department were recruitment and selection, reward,
appraisal, development, grievance handling, retirement, registration and so forth. It was exhibited
and made in the bureaucratic set up in which importance was given on organisation and association of
work.
Presently, human asset administration might be characterized as a procedure in which HR are enrolled
and activated so that it helps in accomplishing the target of the oranisaiton. HRM is worried about the
general population measurement in administration under which the thought is given towards enrollment
and choice, advancement, inspiration and upkeep of HR in an association. It is one of the primary
elements of administration, which is connected with the administration of human energies and abilities.
Human asset administration guarantees the correct man, for the correct position and at the perfect time
in an evolving situation. The authoritative execution relies upon the productivity of human asset working
in the association. Subsequently, an appropriate set up ought to be taken for manpower planning,
recruitment, motivation, training and development, performance evaluation, remuneration management
and industrial relation.
Prof. ULHAS CHAUDHARI / SCHMTT Human Resource Management 1

Besides human resource management is concerned about the development of human aptitude,
information and capacity to play out the authoritative undertakings viably and effectively. It is a field of
study comprising of four capacities procurement, advancement, inspiration and support of HR. The
obtaining is connected with getting individuals, advancement is with setting them up for work, inspiration
alludes to enacting them lastly support alludes to keeping them held in the association.
As needs be, human resource organization is a specialty of supervising and initiating people in the
affiliation. It is done using different practices and methodologies which finally characteristics HR as huge
asset of an affiliation. It arranges work constrain work into essential organization.
Need and importance of Human Resource Planning
An association can't fabricate a decent group of working experts without great Human Resources. The key
elements of the Human Resources Management (HRM) team include recruiting people, preparing them,
execution evaluations, spurring representatives and also working environment correspondence, work
environment wellbeing, and significantly more. The gainful impacts of these capacities are talked about
here:
Recruitment and Training
This is one of the tremendous commitments of the human resource team. The HR supervisors think about
plans and frameworks for using the correct sort of individuals. They plan the criteria which is most
legitimate for a particular course of action of working commitments. Their differing errands identified with
determination combine figuring the obligations of an agent and the level of undertakings doled out to him
or her. In context of these two factors, the assention of an operator with the affiliation is readied. At
whatever point required, they in like way offer preparing to the specialists as indicated by the necessities
of the association. Thus, the staff members get the opportunity to sharpen their existing skills or develop
specialized skills which in turn, will help them to take up some new roles.
Need and importance of Human Resource Planning are:
1) Performance Appraisals
HRM encourages the people working in an organization, to work according to their potential and gives
them suggestions that can help them to bring about improvement in it. The team communicates with the
staff individually from time to time and provides all the necessary information regarding their
performances and also defines their respective roles. This is beneficial as it enables them to form an
outline of their anticipated goals in much clearer terms and thereby, helps them execute the goals with
best possible efforts. Performance appraisals, when taken on a regular basis, motivate the employees.
2) Maintaining Work Atmosphere
This is an essential part of HRM on the grounds that the execution of a person in an association is to a
great extent driven by the work environment or work culture that wins at the working environment. A
decent working condition is one of the advantages that the representatives can anticipate from a

proficient human asset group. A sheltered, perfect and solid condition can draw out the best in a
representative. A benevolent air gives the staff individuals work fulfillment also.
HRM energizes the general population working in an association, to work as indicated by their potential
and gives them proposals that can assist them with bringing about enhancement in it. The group speaks
with the staff independently every once in a while and gives all the vital data in regards to their exhibitions
and furthermore characterizes their particular jobs. This is valuable as it empowers them to shape a layout
of their foreseen objectives in much clearer terms and consequently, causes them execute the objectives
with most ideal endeavors. Execution evaluations, when gone up against an ordinary premise, persuade
the workers.
3) Overseeing Disputes
In an association, there are a few issues on which question may emerge between the representatives and
the businesses. You can state clashes are relatively inescapable. In such a situation, it is the human asset
office which goes about as a specialist and middle person to deal with those issues in a powerful way.
They initially hear the complaints of the representatives. At that point they think of appropriate answers
for deal with them. At the end of the day, they make opportune move and keep things from leaving hands.
4) Developing Public Relations / Stake Holder
The responsibility of building up great advertising lies with the HRM as it were. They sort out conferences,
classes and different authority social events for the organization with the end goal to develop associations
with different business areas. Once in a while, the HR office assumes a functioning job in setting up the
business and showcasing plans for the association as well.
Any oranisaiton, without a legitimate setup for HRM will undoubtedly experience the ill effects of difficult
issues while dealing with its normal exercises. Therefore, today, organizations must put a considerable
measure of exertion and vitality into setting up a solid and powerful HRM.
5) Forecast future personnel needs:
To maintain a strategic distance from the circumstances of surplus or inadequacy of labor in future, it is
essential to design manpower ahead of time. For this reason a legitimate guaging of prospects business
needs causes you to find out our future labor needs. From this edge, Human Resource Planning assumes
an imperative job to anticipate the correct size of labor in the association.
6) Adapt to change:
Human Resource Planning empowers an endeavor to adapt to changes in aggressive powers, markets,
innovation, items and government controls. Such changes produce changes in occupation content,
abilities requests and number of HR required.
7) Creating highly talented personnel:
Since occupations are ending up exceedingly learned and officeholders getting limitlessly professionalized,
Human Resource Planning anticipates deficiencies of work caused by wearing down. Assist innovation
changes would additionally overhaul or debase employments and make labor deficiencies. In these
circumstances just precise human asset arranging can meet the asset prerequisites. Facilitate Human
Resource Planning is likewise a response to the issues of progression arranging.

8) International strategies:
International expansion strategies generally rely on viable Human Resource Planning. With developing
patterns towards worldwide activities, the requirement for Human Resource Planning additionally turns
out to be more vital as the need to coordinate Human Resource Planning all the more nearly into the
association continues developing. This is additionally in light of the fact that the way toward addressing
staffing needs from remote nations develops in a mind boggling way. Establishment of staff capacities:
Human Resource Planning gives basic data to planning and executing work force capacities, for example,
enrollment, choice, faculty improvement, preparing and advancement and so on.
9) Increasing investments in HR:
Another importance is the venture that an association makes in human capital. It is important that
workers are utilized successfully all through their professions. Since human resources can build the
association esteem enormously rather than physical resources.
10) Resistance to change & move:
The developing resistance towards change and move, self assessment, reliability and devotion making it
more hard to accept that association can move its workers all over. Here Human Resource Planning turns
out to be critical and needs the assets to be arranged carefully.
Other benefits:
Following are the other benefits of Human Resource Planning.
1. Upper administration has a superior perspective of HR measurements of business

2. Management can anticipate imbalances characteristics previously they wind up unmanageable and
costly.
3. More time is given to find ability.
4. Better open doors exists to incorporate ladies and minorities in future development designs.
5. Better arranging of assignments to create supervisors.
6. Major and fruitful requests on nearby work markets can be made.

Fig. Human Resource planning process
2.2.1 Job Analysis – Definition and Objectives
Job analysis is the process of studying and collecting information relating to the operations and
responsibilities of a specific job. The immediate products of this analysis are job descriptions and job
specifications.
Job analysis is the process toward thinking about and gathering data identifying with the assignments and
commitments of a particular business. The prompt eventual outcomes of this examination are sets of job
descriptions and job specifications.
In this way, job analysis involves the way toward seeing the likelihood of a business (job description) and
the qualities of the possible work holder (job specification). In each alliance, specific sorts of staff are
required to perform varying sorts of occupations. job analysis gives the information of nature and need of
various occupations with the target that the sensible certain can be found. Along these lines, job analysis
consolidates the course toward perceiving the likelihood of a job (job description) and the qualities of the
possible development holder (job specification). In every organization, specific sorts of staff are required
to perform different sorts of occupations. job analysis gives the learning of nature and basic of various
occupations with the target that the sensible sure can be found.

job analysis
Job Title Qualification

Job Location Training
Job Sumry Experience
Reporting To Skills
Working Conditions Emotinal Charachters
Job Duties Sensory Demands
Machines To Use Responsibiliities
Hazards
Fig. Job Analysis Process
Functions & needs of Job Analysis

Functions and needs o job analysis are as follows:
(i) Provide Base for various employments Job analysis gives the base to recognizing the substance of
various occupations, their interrelationship and reliance, duty engaged with an occupation, and
expert that might be required to play out the activity.
(ii) Helps in authoritative plan Job analysis gives all the expected data to get the system of hierarchical
structure. Hierarchical plan is building a system of connections among different capacities and
positions. In authoritative structure different employments to be perform are distinguished and
assembled together based on similitude. This procedure must be finished with the assistance of
occupation examination.
(iii) Human asset arranging Job analysis ends up being of extraordinary help if there should arise an
occurrence of Human Resource Planningby giving data to guaging human asset needs as far as
information, aptitudes and experience. Occupation examination likewise helps in getting ready for
advancements and exchanges by demonstrating connections among various employments along the
side and in addition vertically.
(iv) Recruitment and determination Job analysis gives the essential fixing required to enlistment and
choice. It is surely knew that enlistment and determination, taken together, is a procedure of
recognizing the source from where the staff can be procured, rousing them, examining them and
choosing the ones who coordinate the concerned activity. We can state that coordinating
employments and people is the entire procedure of enlistment and determination. Furthermore,
both the sorts of data as set of working responsibilities and employment detail are given through
occupation investigation.

(v) Orientation and arrangement work investigation additionally helps in introduction and situation by
giving complete data about occupation necessities. It additionally helps when an individual is chosen
to perform number of occupations and not a particular employment.
(vi) Career arranging Job analysis helps in profession arranging by giving data about the open doors
regarding vocation ways and employments accessibility in the association with the assistance of this
data, the two people and association can graph their arrangement for vocation arranging and
advancement.
(vii) Training Job analysis gives important data to distinguish preparing and advancement needs of
different people. Clearly preparing and advancement needs must be dictated by occupation
examination. It is essential for each association to put its undertaking through preparing and
advancement with the goal that the people are prepared to meet the necessities of their
employments.
(viii) Job assessment Job analysis assumes a vital job in assessing the activity and remunerating it as per
its value in contrast with different employments in an association. The value of a vocation is
resolved based on occupation qualities and employment holder attributes. Employment
examination gives both in the types of set of working responsibilities and occupation detail.
(ix) Performance analysis Job investigation helps in assessing the execution of any person in the
association. Execution evaluation is finished by contrasting the person's genuine activity execution
and what is anticipated from him and occupation examination chooses what is anticipated from a
worker and consequently, it helps in deciding execution gauges against which the real employment
execution is estimated.
(x) Employee security, Job analysis causes in avoiding potential risk to spare the workers from the risky
ecological and operational conditions in different employments. Clearly all such sort of data
identified with a specific employment will be given by occupation examination.
(xi) Counselling Job analysis additionally causes in giving guiding to workers in various territories. Now
and then, representatives can't endure the worry of a specific occupation, at that point they are
encouraged to decide on another activity, however this is just conceivable with the data given by
employment examination.
Objectives of Job Analysis
Job analysis is a process which determines the duties and skill requirements of a job. Hence, it indicates
what activities and accountability the job entails.
Following are the main objectives or purposes of job analysis:
Employment examination is a procedure which decides the obligations and expertise prerequisites of a
vocation. Subsequently, it demonstrates what exercises and responsibility the activity involves.
1. Job Description: - A job description is a job profile which describes the contents, environment, and
condition of jobs. It is prepared on the basis of data collected through job analysis. It provides
information relating to activities and duties to be performed in a job. It differentiates one job from
another by introducing unique characteristics of each job.

2. Job Specification:- Job analysis provides the information related to the job and this data can be used
to make the process or job simple. Job specification is another notable objective of job analysis. It
includes the information relating to the requirements of skills and abilities to perform a specific task.
It states the minimum acceptable qualifications that an incumbent must possess to perform the
assigned duty successfully. Work simplification means dividing the job into small parts i.e. different
operations in a product line or process which can improve the production or job performance. The
job specification statement identifies the knowledge, skills, abilities needed to perform that task
effectively.
3. Job Evaluation: - Job analysis also provides required information which is necessary for evaluating
the worthiness of jobs. After the preparation of job description and job specification statements, it
assists for the evaluation of actual performance against the predetermined standard. Then the
deviation (if any) is found out that has taken place during the course of action. Moreover, job
evaluation helps to establish the value of different jobs in a hierarchical order which allows
comparing jobs one from another.
4. Setting up of standards: - Standard means minimum acceptable qualities or results or performance

or rewards regarding a particular job. Job analysis provides the information about the job and
standard of each can be established using this information.
5. Work simplification: - Job analysis provides the information related to job and this data can be used
to make process or job simple. Work simplification means dividing the job into small parts i.e.
different operations in a product line or process which can improve the production or job
performance.
6. Setting up of standards: - Standard means minimum acceptable qualities or results or performance

or rewards regarding a particular job. Job analysis provides the information about the job and
standard of each can be established using this information.
7. Support to personnel activities: - Job analysis provides support to various personnel activities like
recruitment, selection, training and development, wage administration, performance appraisal etc.
2.2.2 Job Description – Definition and Format of Job Description
Definition
Summary objective of the job:
List the general responsibilities and descriptions of key tasks and their motivation, associations with
clients, collaborators, and others, and the outcomes expected of occupant workers.
Qualifications:
State the qualification, experience, training, and specialised skills necessary for entry into this job.
Special demands:
This should include any extraordinary conditions applicable to the job (for example, hard work, and
introduction to temperature boundaries, drawn out standing, or travel).

Job duties and responsibilities:
Only two features of job responsibility are important: recognizing assignments that include around 90 to
95 % of the work done and posting errands arranged by the time expended (or, now and then, arranged
by significance).
The principal undertaking recorded ought to be the most vital or tedious one, and so on.
Employers can cover 90 to 95 %t or a greater amount of most errands and responsibilities in a few
statements.
It's more important to list what must be performed and achieved than how, if there is in excess of one
approach to do it. Being excessively particular on how, making it impossible to achieve an obligation could
prompt ADA issues when a worker requests a convenience.
A job description is a report that portrays the general undertakings, or other related obligations, and
duties of a position. It might indicate the functionary to whom the position reports, particulars, for
example, the capabilities or abilities required by the individual in the activity, and a salary range.
A job description requires not represent each undertaking that may ever be done.
Here are the most critical components of a good job description:
Heading information:- This should include job title, reporting relationship (by position, not individual),
salary range, hours or shifts, and the probability of extra time or end of the week work
Importance of job description

The depiction will likewise incorporate reasonable data, for example, where the activity is based,
regardless of whether it's full or low maintenance and, much of the time, the planned pay.
• A job description is an vital part of the job application process as, with the correct information, it
should assist candidates with determining whether the job is in accordance with their range of abilities
and whether it is an occupation they really need to do.
• From the organization’s point of view, the job description is vital in ensuring that the applications
received for the position closely match the needs of the role itself. It helps HR offices and outside
enrollment specialists to streamline the determination procedure and get a high convergence of
applicants who are reasonable for meeting or further choice.
• A balanced set of working responsibilities ought to unmistakably distinguish the motivation behind the
job and also the key assignments to be performed and the principle accountabilities of the position.
The document will also usually also include a brief background and overview of the organization, and
additionally the name or position of the employee the successful candidate will be reporting to.
• Job description expect to find an explanation of the kind of candidate the organization is looking for.
The description will also include practical information, such as where the job is based, whether it’s full
or part-time and, in most cases, the intended salary. This may incorporate their expert experience and

accomplishments, range of abilities, instructive foundation and capabilities, and in addition any
coveted identity qualities.
The key focuses that would typically be incorporated into an expected set of responsibilities include:
• Title and synopsis of the job

• List of duties
• Desired proficient experience
• Education level and wanted capabilities
• Core abilities required for the position
• Necessary certificates, licenses and registrations
• Who the forthcoming representative will directly report to
• Whether the worker has any subordinates answering to them
• Physical prerequisites (if necessary)
• Work condition
• Employment conditions
A job description of responsibilities ought to pursue a just spread out, exact configuration that
unmistakably characterizes the necessities of the job. While the real structure will commonly differ among
jobs and associations, a balanced set of working responsibilities will typically be inexactly structured as
follows:
1. Job Title
2. Location
3. Reports to
4. Job Purpose (a short line or two)
5. Responsibilities/obligations (itemized)
6. Essential and alluring criteria
7. Company/group review
8. Application data
2.2.3 Job Specification – Definition and Advantages of Job Specification
Definition
Also known as employee specifications, a job specification is a written statement of educational
qualifications, specific qualities, level of experience, physical, emotional, technical and communication
skills required to perform a job, responsibilities involved in a job and other unusual sensory demands.
Otherwise called worker determinations, an occupation detail is a composed proclamation of instructive

capabilities, particular characteristics, level of understanding, physical, passionate, specialized and
relational abilities required to play out an occupation, obligations engaged with a vocation and other
unordinary tangible requests.

Advantages of Job Specification
• A job specification defines the knowledge, skills, and abilities that are required to perform a job in an
organization. It is a document or statement which spells out the minimum levels of qualification, skills,
physical and other abilities, experience, judgment and attributes required to perform them efficiently
and effectively. It helps in the recruitment and selection process, evaluating the performance of
employees and in their appraisal and promotion.
• A vocation detail characterizes the information, aptitudes, and capacities that are required to play out
work in an association. It is a report or articulation which explains the base levels of capability,
aptitudes, physical and different capacities, experience, judgment and credits required to perform
them proficiently and successfully. It helps in the enrollment and determination process, assessing the
execution of workers and in their evaluation and advancement.
• The importance and purpose of job specification are a thoroughly understand the specific details of a
job. Jobs can be of different types and can require a different skill set to get the maximum output
from particular Advantages.
• The significance and motivation behind occupation particular are an altogether comprehend the
particular points of interest of a vocation. Occupations can be of various kinds and can require an
alternate range of abilities to get the most extreme yield from a specific
There are a few advantages of having an extensive job specification. A few points of advantages are
recorded underneath:
1. Job particular features all the particular subtle elements required to perform the job at its best.
2. It gives the HR supervisors an edge and a system on the premise on which they can distinguish the
best prospects.
3. Helps in the screening of resumes and spares time when there are various applications by picking the
individuals who are nearest to the activity detail
4. HR directors can utilize work determination as a benchmark to assess representatives and give them
required preparing.
5. It additionally helps organizations during performance appraisal and promotions.
2.3 Recruitment and Selection

Recruitment is a procedure of distinguishing, screening, shortlisting and contracting potential asset for
topping off the empty positions in an association. It is a center capacity of Human Resource Management.
Recruitment is the process of choosing the right person for the right position and at the right time.
Recruitment also refers to the process of attracting, selecting, and appointing potential candidates to
meet the organization’s resource requirements.

Enlistment and Selection is a critical activity in HRM, intended to boost worker, maximize employee
strength in order to meet the employer's strategic goals and objectives.
To put it plainly, Recruitment and Selection is the way toward sourcing, screening, short listing and
choosing the correct candidate for the filling the required empty positions.
The Scope of Recruitment and Selection
The scope of Recruitment and Selection is very wide and it consists of a variety of operations.
Resources are considered as most important asset to any organization. Hence , hiring right resources is the
most important aspect of Recruitment. Every company has its own pattern of recruitment as per their
recruitment policies and procedures.
The scope of Recruitment and Selection is wide and it comprises of an assortment of activities.
Assets are considered as most critical advantage for any association. Henceforth , contracting right assets
is the most vital part of Recruitment. Each organization has its own example of enlistment according to
their enrollment strategies and systems.
The extent of Recruitment and Selection incorporates the accompanying activities:
 Dealing with the overabundance or lack of assets.

 Preparing the Recruitment approach for various classifications of workers.
 Analyzing the enrollment approaches, procedures, and strategies of the association.
 Identifying the areas, where there could be an extent of enhancement.
 Streamlining the procuring procedure with appropriate suggestions.
 Choosing the best appropriate procedure of enrollment for viable procuring of assets.
Recruitment Process
Step Activity
Sending the resignation communication message to HR with request for
1
initiating
2 Manager-HR directs the hiring team to start the recruitment process
Logging into the employment website and contacting different
3
recruiters
4 Sourcing, identifying, and collecting the resumes of the candidates
5 Receiving relevant resumes
6 Shortlisting the resumes
8 Sending the shortlisted resumes to the department manager
9 Schedule interview dates
10 Calling the candidates for interview

Interviewers complete the feedback form and the feedback is shared

12
with the HR
This process repeats for many candidates till the best candidates are
13
finalized.
14 The HR team negotiates the package and compensation
15 Final confirmation and agreements
17 Send offer letter
Step 1: Define the Problem
First, define the problem in exact terms and afterward, design a step-wise recruitment process that can
be effectively pursued.
Step 2: Research the Causes
Analyze the main cause of the problem of the current issue. Why the steady loss rate is so high? There are
a few different ways to touch base at the main driver behind an issue.
If there should be an occurrence of ABC Systems, it was seen that there is just a less percent of
competitors who are dismissed during the time spent survey. Hence, there is a need to improve this
process by increasing the number of rejections with an efficient review process.
Screening of resumes must be extremely successful, in light of the fact that the choice of the hopefuls
through resume screening has most extreme level of a positive result.
Step 3: Countermeasure Ideas Generation
It is compulsory to have a premise of institutionalization in choosing the applicants.

The shortlisted list of candidates is reviewed by the department heads and they can suggest modification
which can then be incorporated as new criteria.
Step 4: Testing and Modifying the Ideas
The following stage is to test the characterized set of criteria with three batches. After the choices are
done, the arrangement of criteria is examined to see it was compelling or not.
Step 5: Implementing the Ideas
Whenever found compelling, at that point actualize the new arrangement of criteria for future
enrollments.
Step 6: Standardize Procedures
The next step is to standardize the procedure. To start with, make a note of the upgrades accomplished
enlistment proficiency.
Step 7: Compiling the Quality Improvement Story

Finally, the improvised and the quality story is compiled and presented to the senior management for a
superior recruitment process.
2.3.1 Source of Recruitment
A. Internal Sources
Internal sources of recruitment refer to hiring employees within the organization internally. In other
words, applicants seeking for the different positions are those who are currently employed with the same
organization.
At the time recruitment of employees, the initial consideration should be given to those employees who
are currently working within the organization. This is an important source of recruitment, which provides
the opportunities for the development and utilization of the existing resources within the organization.
Internal sources of recruitment are the best and the easiest way of selecting resources as performance of
their work is already known to the organization.
Internal sources of recruitment are:
1) Promotions
2) Transfers
6) Previous Applicants
4) Internal Advertisements (Job Posting)
5) Employee Referrals
3) Recruiting Former Employees
1) Promotions
Promotion refers to upgrading the framework of the employees by assessing their performance in the
organization. It is the way toward moving a worker from a lower position to a higher position with more
duties, compensation, offices, and status. Numerous associations fill the higher empty positions with the
procedure of advancements, inside.
2) Transfers
Transfer refers to the process of interchanging from one job to another without any change in the rank
and responsibilities. It can likewise be the moving of workers starting with one office then onto the next
division or one area to another area, contingent on the necessity of the position.
For example an organization called ABC Ltd. having two branches, Branch-A and Branch-B, and a worker
from Branch-A surrendered from his activity duties. Henceforth, this position must be filled for the
continuation of the undertaking in Branch-A.
In this situation, rather than looking or sourcing new applicants, which is tedious and costly, there is a
probability of moving a worker from Branch-B to Branch-A, contingent on the venture necessities and the

capacities of that individual representative. This inward moving of a representative starting with one
branch then onto the next branch is called as Transfer.
3) Recruiting Former Employees
Recruiting former employees is a process of internal sources of recruitment,, wherein the ex-workers are
gotten back to relying on the prerequisite of the position. This procedure is savvy and spares a lot of time.
The other significant advantage of enlistingrecruiiting previous workers is that they are extremely
knowledgeable with the jobs and duties of the activity and the association needs to spend less on their
preparation and improvement.
4) Internal Advertisements (Job Posting)
Internal advertisements is a procedure of posting/publicizing occupations inside the association. This

activity posting is an open welcome to every one of the workers inside the association, where they can
apply for the empty positions. It provides equal opportunities to all the employees working in the
association. Subsequently, the enlistment will be done from inside the association and it spares a great
deal of expense.
5) Employee Referrals
Employee referrals is an effective method for sourcing the correct applicants requiring little to no effort. It
is the process of hiring new resources through the references of employees, who are right now working
with the association. . In this procedure, the present employees can refer their friends and relatives for
filling up the vacant positions.
Organizations encourage employee referrals, since it is financially savvy and spares time when contrasted
with contracting applicants from outer sources. Most organizations, in order to motivate their employees,
go ahead and componsate them with a referral incentives for a successful hire.
6) Previous Applicants
Here, the hiring team checks the profiles of past candidates from the organizational recruitment database.
These applicants are those who have applied for employments in the past. These resources can be easily
conected and the response will be positive in most of the cases. It is additionally a reasonable method for
topping off the empty positions.
Pros and Cons of Internal Sources of Recruitment
Internal sources of recruitment, i.e., hiring employees within the organization, has its own set of
advantages and disadvantages.
The advantages of hiring candidates through internal sources are as follows:
• It is simple, quick, easy, and inexpensive.

• No need of induction and training, as the candidates already know their job and responsibilities.
• It motivates the employees to work hard, and expands the work relationship inside the organization.
• It helps in developing employee loyalty towards the organization.

The disadvantages of hiring candidates through internal sources are as follows:
• It prevents new hiring of potential assets. Sometimes, new resources bring innovative ideas and new
thinking onto the table.
• Employees, who are not promoted, may end up being unhappy and demotivated.
• If an internal resource is promoted or transferred, then that position will remain vacant.
• It There could be issues in between the employees, who to be promoted and who are not.
• It has restricted scope because all the vacant positions cannot be filled.
B. External Sources
– (Advertisement, Campus Recruitment, Referrals, Employment Agencies, Job Portals)
External sources of recruitment refer to hiring employees outside the organization externally.
At the end of the day, the candidates looking for openings for work for this situation are the individuals
who are outside to the association.
Although hiring through external sources is a bit expensive and tough, it has tremendous potential of
driving the organization forward in achieving its goals.
External employees bring innovativeness and fresh thoughts to the organization. In spite of the fact that
employing through outer sources is somewhat costly and intense, it has colossal capability of driving the
association forward in accomplishing its objectives. Give us now a chance to examine in detail the
different external sources of recruitment.
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Direct Recruitment
Guide enlistment alludes to the outside wellspring of enrollment where the enlistment of qualified
applicants are finished by putting a notice of opening on the notice board in the association. This
technique for sourcing is additionally called as factory gate recruitment, as the industrial and specialized
laborers are employed through this procedure.
Employment Exchanges
According to the law, for certain activity opening, it is obligatory that the association gives points of
interest to the business trade. Employment exchange is a government entity, where the subtle elements
of the activity searchers are put away and given to the businesses for filling the empty positions. This
external recruitment is helpful in hiring for unskilled, semi-skilled, and skilled workers.
Employment Agencies
Employment agencies are a good external source of recruitment. Employment agencies are run by various
sectors like private, public, or government. It provides unskilled, semi-skilled and

skilled resources as per the requirements of the organization. These agencies hold a database of qualified
candidates and organizations can use their services at a cost.
Advertisements
Commercials are the most famous and particularly favored wellspring of outer wellspring of enlistment.
The activity opening is reported through different print and electronic media with a particular expected
set of responsibilities and details of the necessities. Utilizing pro Using advertisements is the most ideal
approach to source applicants in a limited capacity to focus it offers an effective method for screening the
competitors' particular necessities.
How about we take a precedent. Accept that there is a Sales Company called XYZ Ltd which has another
undertaking of undercutting an item in a range of time, as the opposition is high. In this situation, picking
the particular recruitment plays a vital role. Here the perfect sort of enlistment which ought to be picked.
Advertisement.
Advertisement is the best reasonable practice for this sort of hiring, because a large volume of hiring in a
short span can be done through Advertisement only. Ad is one of the costliest method to recruit
competitors, however when time and number are essential, at that point promotion is the best source of
recruitment.
Professional Associations
Professional associations can help an organization in hiring professional, technical, and managerial
personnel, however they specialize in sourcing mid-level and top-level resources. There are numerous
expert affiliations that go about as a bridge between the organisation and the job-seekers.
Campus Recruitment
Campus recruitment is an external source of recruitment, where the educational institutions such as
colleges and universities offer opportunities for hiring students.In this procedure, the associations visit
specialized, management and professional institues for selecting students straightforwardly for the new
positions.
Word of Mouth Advertising
Word of mouth is an intangible method for sourcing the possibility for topping off the empty positions.
There are many reputed organizations with great image in the market. Such organisations just need a
word-of-mouth advertising with respect to work opportunity to pull in countle attract a large number of
candidates.
Pros and Cons of External Sources of Recruitment
External sources of recruitment, i.e., hiring employees outside an organization, has both its benefits and
drawbacks.
The advantages of recruiting through external sources are as follows:

 It encourages new opportunities for job seekers.

 Organization branding increases through external sources.
 There will be no biasing or partiality between the employees.
 The scope for selecting the right candidate is more, because of the large number candidates
appearing.
The disadvantages of recruiting through external sources are as follows:
 This process consumes more time, as the selection process is very lengthy.
 The cost incurred is very high when compared to recruiting through internal sources.
 External candidates demand more remuneration and benefits.
The Human Resource Department should be flexible enough to choose between internal or external
methods of recruitment, depending upon the requirement of the organization.
The Human Resource Department ought to be sufficiently adaptable to pick between inner or outside
strategies for enrollment, internal or external methods of recruitment, depending upon the requirement
of the organization.the association.
2.3.2 Selection Process
Selection is the process of picking or choosing the right candidate, who is most appropriate for anvacant
job position in an organisation. In others words, choice can likewise be clarified as the way toward
meeting the applicants and assessing their characteristics, which are required for a particular occupation
and after that suitable candidate for the position.
The selection of a right applicant for a vacant position will be an asset to the organization, which will be
helping the organization in reaching its objectives.
Importance of Selection
Selection is an important process because hiring good resources can help increase the overall
performance of the organization. In contrast, if there is bad hire with a bad selection process, then the
work will be affected and the cost incurred for replacing that bad resource will be high.
Selection is an important process in light of the fact that procuring great assets can help increment the
general execution of the association resources can help increase the overall performance of the
organization. Interestingly, if there is bd recruitment with a bad selection procedure, at that point the
work will be affected and the expense incurred for replacing that bad resource will be high.
The purpose of selection is to choose the most suitable candidate,, who can meet the necessities of the
occupations in an association, will's identity a fruitful candidate. For meeting the objectives of the
organization, it is critical to assess different traits of every hopeful, for example, their capabilities, abilities,

encounters, in general state of mind, and so forth. In this procedure, the most reasonable hopeful is
picked after the disposal of the competitors, who are not suitable for the vacant job.
The organization needs to pursue an appropriate selection process or method, as an immense measure of
money is spent for contracting a correct contender for a position. On the off chance that a choice isn't
right, at that point the expense acquired in enlistment and preparing the wrong hopeful will be a
tremendous misfortune to the business in term of money, exertion, and furthermore time. Thus, choice is
critical and the procedure ought to be ideal for the improvement of the organization.
Advantages of Selection
 A good selection process offers the following advantages:

 It is cost-effective and reduces a lot of time and effort.
 It helps avoid any biasing while recruiting the right candidate.
 It helps eliminate the candidates who are lacking in knowledge, ability, and proficiency.
 It provides a guideline to evaluate the candidates further through strict verification and reference-
checking.
 It helps in comparing the different candidates in terms of their capabilities, knowledge, skills,
experience, work attitude, etc.
A good selection process helps in selecting the best candidate for the requirement of a vacant position in
an organization.
A decent selection process helps in choosing the best candidate for the requirement of a vacant position
in an organization.
Selection Process and Steps
As we have discussed that Selection is very important for any organization for minimizing the losses and
maximizing the profits. Hence the selection procedure should be perfect. A good selection process should
comprise the following steps:
Interview
Reference Checking
Medical Examination
Final Selection

Fig. Steps of selection
Employment Interview: Employment meet is a procedure in which one-on-one session in directed with
the candidate to know an applicant better. It encourages the interviewer to find the inner qualities of the
applicant and help in taking a correct choice.
Checking References: Reference checking is a procedure of confirming the candidate's capabilities and
encounters with the references given by him. These reference checks enable the interviewer to
comprehend the direct, the attitude, and the conduct of the hopeful as an individual and furthermore as
an expert.
Medical Examination: Medical examination is a procedure, in which the physical and the psychological
wellness of the candidates are checked to guarantee that the candidates are equipped for performing a
job or not. This examination helps the association in picking the correct competitors who are physically
and rationally fit.
Final Selection: The last choice is the final procedure which demonstrates that the candidate has qualified
in every one of the rounds of the selection procedure and will be issued an appointmentletter.
A selection process with the above steps will help any organization in choosing and selecting the right
candidates for the right job.
2.4 Tests and Interviews
Test and interview is an intentional trade of thoughts, the answering of inquiries and correspondence
between at least two people. By and large, a meeting is a procedure of private gathering discussion
between individuals, where questions are asked and replied, for getting data about characteristics, states
of mind, prospectus and so forth.
An interview refers to a conversation with one or more persons acting as the role of an interviewer who
ask questions and the person who answers the questions acts as the role of an interviewee.
The basic role of a meeting is to exchange data from interviewee to questioner. Meetings can be either
formal or casual, organized or unstructured. The primary purpose of an interview is to transfer
information from interviewee to interviewer. Interviews can be either formal or informal, structured or
unstructured.

There are different meanings of the word “interview”, as different scholars defined the term differently.
However, interviews have some basic objectives, which are as follows:
 Through interviews, recruiters can verify the information obtained through application forms and
tests.
 Recruiters can obtain additional information about the candidates which are not mentioned in the
application forms or resumes.
 An interview provides an applicant the information and the necessary facts about the job and the
organization.
 Interviews establish a mutual understanding between the applicant and the organization
• Interviews gives a candidate the data and the important certainties about the activity and the
association.
• Interviews set up a shared comprehension between the candidate and the organisation.
2.4.1 Tests – Aptitude, Psychometric, Achievement, Personality, Interest & Assessment Centre
Aptitude Test -
Aptitude test is used to measure mental thinking capacity, most ordinarily numerical, verbal,
understanding, and unique or spatial thinking abilities. These tests are normally planned so the weight can
be extraordinary.
Psychometric Test
A simple definition has in the word itself: psycho means to do with the mind, while metrics means to do
with measurement. Psychometric attempts to objectively measures aspects of mental ability or
personality. Psychometric testing as a part of recruitment or selection process and occupational
psychometric testing are designed to provide employers with a reliable method of selection of most
suitable job applicants or candidates for promotion.
A basic definition has in the word itself: psycho intends to do with the mind, while measurements intends
to do with measurement. Psychometric endeavors to objectively measures parts of mental capacity or
identity. Psychometric testing as a piece of recruitment or selection process and word related
psychometric testing are intended to give employer with a reliable method of selection most reasonable
suitable job applicants or candidates for promotion.
 Psychometric tests provide a fairer assessment.

 Psychometric tests can help you understand more about your abilities.
 Psychometric tests are an additional opportunity to demonstrate personal behavioral tests,
competencies, abilities, skills, etc.
Achievement Test
An accomplishment test assesses a learner's understanding of a particular course or study program. It
tends to be contrasted and capability tests, which measure a student's level of language, demonstrative
tests, which recognize areas learners need to work on, and a prognostic test, which attempts to foresee a
learner’s capacity to finish a course or take an exam.

Personality Test
Personality test / assessment is directed through social perceptions, paper‐and‐pencil tests, and projective
techniques. To be helpful, such evaluations must be built utilizing the set up criteria of standardization,
reliability, and legitimacy. The data can be utilized in a few regions, including clinical work, professional
directing, instruction, vocational and research.
Interest Test
An interest test can to identify careers that meet someone interests. Interest assessments usually asking a
series of questions about what like and don't like to do. Then they match persons likes and dislikes to
careers.
>>>>>>>>>>>
Assessment Centre
It is a procedure which is utilized for estimating certain dimensions of a person’s competency. The system
comprises of a blend of independent strategies for estimating psychological dimensions, for example,
attributes, characteristics or capabilities of individuals. The method comprises of a gathering of individuals
experiencing a progression of business related activities and reproductions alongside some standard
psychometric instruments. Their conduct while experiencing the activities and simulations is seen by an
arrangement of prepared and experienced observerrs who record their perceptions and coordinate these
to land at an estimation of the competency of every one of the members.
Assessment centers are well-integrated sets of tests, exercises, simulations and instruments which are
designed to cover all aspects of a group of dimensions (personality qualities or competencies) so as to
provide as valid a picture of the participant as possible.
2.4.2 Interviews – Structured, Unstructured, Stress, Exit, Appraisal, Situational, Behavioral and
Psychological
Depending up the requirements, situations, locations and time, the interviews are broadly classified into
ten different categories. Recruiters should be knowledgeable enough to understand which type of
interview should be used when.
The different types of interviews are as follows:
1. Structured Interview:
In this type, the interview is structured and point by point ahead of time. An organized meeting is
pre-arranged, precise, and predictable in procuring the applicants.

2. Unstructured Interview: This sort of interview is an unplanned one, where the meeting poll isn't
readied. Here, the viability of the meeting is less and there is a gigantic exercise in futility and
exertion of both the questioner and the interviewee.
3. Group Interview: In this kind of interview, every one of the competitors or a group of candidates
are met together. Group interviews are directed to spare time when there is a applications for a
few job vacancies. A subject will be given to talk about among the applicants and the interviewer
makes a decision about the imaginativeness and conduct of every hopeful in the gathering.
4. Depth Interview: Depth meet is a semi-organized meeting, where the competitors need to give a
detailed data about their education qualification, work understanding, unique interests, and so
forth. What's more, the interviewer takes a depth interview and tries in finding the expertise of
the candidate.
5. Stress Interview: The stress interview makes and promotes discomfort intentionally. The
interviewer may embrace unforgiving state of mind. He may share, be silent, and invest energy
taking notes. He sets the interviewee in a place where he can see how he acts and talks under
strain. He takes a gander at his reaction to stressful situations.
6. Individual Interview: In an individual interview, the interview happens one-on-one i.e., There will
be a verbal and a visual connection between two individuals, a interviewer and an applicant. This
is a two-way correspondence talk with, which helps in finding the right candidate for a vacant job
position.
7. Informal Interview: Such interviews are conducted in an informal way, i.e., the interview will be
fixed without any written communication and can be arranged at any place. There is no procedure
of asking questions in this type of interview, hence it will be a friendly kind of interview.
8. Formal Interview: A formal interview held formally, i.e., the applicant will be suggested about the
meeting great ahead of time and the questioner designs and plans inquiries for the interview. This
is additionally called as an planned interview.
9. Panel Interview: Panel interview, as the name shows, is being directed by group of people. In this
sort of interview, three to five individuals from the seleceted committee will ask questions to the
candidates on different aspects.. A ultimate choice will be taken by every one of the members
from the board all in all.
10. Exit Interview: Exit interviews are led for those workers who need to leave the organisation. The
importance of the exit interview is to discover why a worker needs to leave his job.
11. Behavioral Interview
Behavioral interviewing is a widely used method of job interviewing. This methodology depends
on the conviction that past execution is the best indicator of future conduct. In this manner,
behavioral interview questions are intended to test your past encounters with the end goal to
decide how you might behave in similar situations in the future. In this type of interview,
hypothetical questions are not be asked about but how one would handle a situation if confronted

with it in the future. Rather it will be asked how to handld a particular circumstance when one
experienced it previously.
 Tell me about a time when you...

 Describe a circumstance when you were faced with a problem related to....
 Tell me how you approached a situation where….
 Share with me an instance in which you demonstrated….
This type of question requires to tell stories from past. These stories will be evaluated for evidence of
intellectual competence, leadership, teamwork, personal skills, adjustment and flexibility, motivation,
communication skills, administrative skills, and technical abilities/
To prepare for a behavioral interview, candicate should initially distinguish the abilities and qualities that
the business is looking for. Next, consider past encounters (instructive, work, additional curricular,
individual) with the end goal to recognize circumstances in which competitor obviously exhibited the
distinguished abilities. Amid the meeting, interviewee must have the capacity to relate these conditions
articulately and in a way which grandstands your qualities.
A careful answer should describe the Situation, the Tasks with which applicant were charged, the Action
took, and the Result of activity. It is been allude to this as the STAR Method of reacting to social inquiries
questions.
Situational interviews:
The interviewer puts before a theoretical circumstance and the candidate is required to disclose about
how he will deal with the circumstance.
For instance, an applicant applying for a business occupation can be requested to exhibit offering a thing
wherein the questioner may act like a client. The latter may even pretend to be a difficult team member
and pose before the candidate a work situation.
Key features:
Situational interview can replace behavioural interview if the candidate is a fresher. Such an interview can
be an additional interview to enhance the process so that it is more effective. Candidates too may find
such interviews useful to demonstrate their skills and talents.
Situational interview can replace behavioural interview if the candidate is a fresher. Such an interview can
be an additional interview to upgrade the procedure with the goal that it is more powerful. Candidates too
may discover such interviews helpful to exhibit their skills and talents.

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SCHMTT Chapter 2 Human Resource Planning

Human Resource Planning

2.1 Concepts and Need of Human Resource Planning

2.1 Concepts and Need of Human Resource Planning

Prof. ULHAS CHAUDHARI / SCHMTT Human Resource Management 1

Need and importance of Human Resource Planning

Recruitment and Training

Need and importance of Human Resource Planning are:

2) Maintaining Work Atmosphere

Prof. ULHAS CHAUDHARI / SCHMTT Human Resource Management 2

4) Developing Public Relations / Stake Holder

5) Forecast future personnel needs:

7) Creating highly talented personnel:

Prof. ULHAS CHAUDHARI / SCHMTT Human Resource Management 3

9) Increasing investments in HR:

10) Resistance to change & move:

1. Upper administration has a superior perspective of HR measurements of business

Prof. ULHAS CHAUDHARI / SCHMTT Human Resource Management 4

Fig. Human Resource planning process

2.2.1 Job Analysis – Definition and Objectives

Prof. ULHAS CHAUDHARI / SCHMTT Human Resource Management 5

Job Title Qualification

Fig. Job Analysis Process

Functions & needs of Job Analysis

Prof. ULHAS CHAUDHARI / SCHMTT Human Resource Management 6

Objectives of Job Analysis

Following are the main objectives or purposes of job analysis:

Prof. ULHAS CHAUDHARI / SCHMTT Human Resource Management 7

4. Setting up of standards: - Standard means minimum acceptable qualities or results or performance

6. Setting up of standards: - Standard means minimum acceptable qualities or results or performance

2.2.2 Job Description – Definition and Format of Job Description

Summary objective of the job:

Prof. ULHAS CHAUDHARI / SCHMTT Human Resource Management 8

Job duties and responsibilities:

Here are the most critical components of a good job description:

Importance of job description

Prof. ULHAS CHAUDHARI / SCHMTT Human Resource Management 9

• Title and synopsis of the job

2.2.3 Job Specification – Definition and Advantages of Job Specification

Otherwise called worker determinations, an occupation detail is a composed proclamation of instructive

Prof. ULHAS CHAUDHARI / SCHMTT Human Resource Management 10

Advantages of Job Specification

5. It additionally helps organizations during performance appraisal and promotions.

2.3 Recruitment and Selection

Prof. ULHAS CHAUDHARI / SCHMTT Human Resource Management 11

The Scope of Recruitment and Selection

The extent of Recruitment and Selection incorporates the accompanying activities:

 Dealing with the overabundance or lack of assets.

Prof. ULHAS CHAUDHARI / SCHMTT Human Resource Management 12

Interviewers complete the feedback form and the feedback is shared

Step 1: Define the Problem

Step 2: Research the Causes

Step 3: Countermeasure Ideas Generation

It is compulsory to have a premise of institutionalization in choosing the applicants.

Step 4: Testing and Modifying the Ideas

Step 5: Implementing the Ideas

Step 6: Standardize Procedures

Step 7: Compiling the Quality Improvement Story

Prof. ULHAS CHAUDHARI / SCHMTT Human Resource Management 13

2.3.1 Source of Recruitment

Internal sources of recruitment are:

Prof. ULHAS CHAUDHARI / SCHMTT Human Resource Management 14

3) Recruiting Former Employees