CHAPTER 3

PERSONNEL PLANNING & RECRUITING

Defining the word personnel planning first. Personnel planning means employee planning or staff
planning.
So personnel planning is basically the process of deciding what positions the firm will have to fill and
how the organization will fill up those positions. For the organization, the decision making process of
what positions need to fill and how those positions will fill up is called personnel planning. For example,
the HR manager of Nestle Bangladesh is planning that in the next year he will hire 5 executives for the
company and in this recruitment process he will use internal sources rather than external sources. If he
uses internal sources, then he can easily recruit existing capable interns as executives which will help the
company to save some costs. He also can decide to use external sources as many candidates will apply
and the HR manager can hire most capable ones from those applied candidates. The process of deciding
how to fill the executive jobs are known as succession planning.
Personnel planning should start from a firm’s strategic plans. Whatever the decision a firm take about
recruitment or selection process, we need to consider the strategic goal at first. For example, if the goal
of an organization is to reduce its costs and the organization have to decide the type of positions the
organization needs to fill. As the strategy of the company is to reduce the costs, the company might use
internal sources rather than using external sources. So, the company can hire their currently working
interns for the position or they can promote other employees in that position which is help the
organization to avoid cost.

Estimations Required for Personnel Planning:

So, planning is all about doing the necessary estimation. We have to do estimation about three things. 1.
Personnel needs 2. The supply of inside candidates 3. The supply of outside candidates. Planning is
always estimation. Because, we don’t know what will be our decision in the future. So these are the
common estimation we make.
So, the first one is personnel needs. It decides the number of employees required in the organization.
For example, BAT needs 5 executives. But to estimate exactly how many executives the company need,
BAT can use some tools in this process which will help the company to make this projection or
estimation. These tools are: A) Trend Analysis. It is the study of past employee needs over a period of
years to get idea for future needs. For example, the HR manager of NSU is determining how many
lecturers the institution need for summer 2021 semester. To determine the number, the HR manager
can do trend analysis. Let’s assume that in the Fall 2020semester there were 14000 students in NSU and
for those students there were 1200 teachers. In Spring 2021, the number of students was 15000 and the
number of lecturers were 1250. In Summer 2021 semester the number of students might be 16000 and
NSU might need 1300 lecturers I total. This is how the HR manager can decide necessary estimation
according to trend analysis.
Ratio analysis is making forecast on the basis of historical ratio. For example, a manufacturing firm has
produced 50,000 units this year and 5000 employees works in this firm. The authority wants to rise the
volume of production and sales revenue. The company produces 50,000 units in every year with its 5000
employees and now the company wants to raise its production rate to 70,000 units per year. If the
company needs 5000 employees to produce 50,000 units so we can understand that the ratio is 10:1.
How many new employees will be needed in the company will be determined on the rise in the volume
of production.
There are some limitations associated with this ratio analysis. The common limitation of ratio analysis is
that we can’t be sure we (20:58-22:06 didn’t understand)
Let me give you an example. Lauren apne decide fortune updates your HR manager application for
Cinzia, masama 2021, a fortune faculty we need to call john lecture on a trend analysis regarding trend
analysis Turkey, for example, under the clump screen 2020 time recursion recruit for a ci amre spring
2021 in 2010 other students, you know, let's say 12,000 faculty tchibo 20 but 200 for example, Summer
2020 to give our students Sheila 14,000 Mr. Faculty Tila 1012 100 so spring 2021 again, our student ID
number 15,000 our faculty booths here 12,050 So, a 10th of may decide for the party German next
summer 2021 a student number Paris 16,000 obey me faculty number buddy 12,012 150 ticket, I mean
1300 40 So, Mr. Extra 50 June lockpick. So, this is how you can make the necessary stimulation according
to trend analysis. Second one is known as ratio analysis ratio analysis key making forecasts on the basis
of historical ratio historical ratio basis under forecast booked a party historical ratio Turkey for example,
let's say update GM ratio ACC estimation the COVID thoran at a manufacturing firm able to 50,000 unit
produce quality even they can have 5000 employee cards Cody stop Nicole next year you know sales
revenue but production and volume the Bharata Jackson average you can have 50,000 production Hutto
5000 employed Sheila apne upon body ashitaka 70,000 foot projection production so 50,000 production
for to know 50,000 units good to know to the 5000 luggie employee talana boostability ratio tabuchi
Danish to one man a fruity dosta unit produce production the action for employee Landry economic
peace sales target Giotto bobbin production volumes of the bobbin oyj apne decision make cotton HR
check trend analysis adulteration analysis I'm sorry clear sir.

17:40  
Miss Pooja Marie memory palace historic to

17:45  
hear ratio analysis camera sales revenue but production and volume is shot a number of employee
capital ratio for a concert charger unit produced for to know God passager employee login the holy army
God production the body's 70,000 extra AutoZone employ like

18:16  
30 dosta production internal Doc's unit producer to know and do an extra employee login right
economic produce for her to know for Joomla extract metadata don't get components from the hairpin.
So considering this ratio analysis you can make the necessary decision

18:36  
yeah so money men money ratio analysis workgroup or base current

18:42  
so I'm ratio analysis a chair and production units employee director ratio product try Cody

18:53  
wokmon. I had a question yes please ask me ratio analysis in order to shake example the kind of a
manufacturing company but to them at a corporate level of integrity security public

19:13  
high human service generating firm Yes ma'am. So service generating pharmerica sales target target a
sales volume target. So oyj projection the Ave Japanese, HSBC, the HR manager, HSBC Renault are no
verbal to service and motivated to go to the address the service of trend Bharata Chai are different
different services at of the China to notice service lineup of the child. The oldest Shona Jae Joon
employee language, I'm writing for a forecast. Thank you, ma'am. Got it. And there are some limitations
associated with this ratio analysis tool. Can anyone please explain about these limitations? Limitations of
ratio analysis it's your analysis and estimation the foreign key problem with the body

20:37  
language ah so probably job to job different call it company pay ratio hmm security the same public
policy that's short term short term

20:51  
Thank you anyone else any other idea that can ratio analysis at the common main limitation such a sub
employed same level work potentials for California APNIC 50,000 employees 50,000 unit produce
fortune 5000 employees latte apne odd to production at you know only j employ in LA we employ the
same level efficiency for work potential survey we can never guarantee that right because we are
dealing with human beings So, tribunal human being said what potentials the same stock winner think
the main topic or redesigning of the job curricula the acupuncture unohana it's very tough at the same
employee at organisation agenda for an actual john executed starch culture so are saying Bobby Kelly
birthday apne job Giotto redesign Korean choco training Korean Is it possible theoretically possible Hulu
in reality that simple simple can human being your work potential it will differ Of course.

22:07  
So, next estimation we make is about the supply of insight candidate another insight candidate this
supply both the Dooku and mother Kay projection tanita for example turn up now company strategy
goal would say cost reduce for sharpening decide for land company June the hiring decision me internal
sourcing scoreboard. External candidate the camera Nicola vacancy announcement external the job
owner Jody Amata decision ah avoid seomra inside candidate Tiffany a deal for both tabular and other
cacoon estimate put the Altair inside the autotune candidate available Nazi Germany lecture and niveau
icon part time for the June employee tax code check. Makoto June teaching assistant tax coaches and
moto the camera best and most qualified tutor lecture on neither party. Yeah. Yes. So a Tama gets
involved in a supply of insight candidate eternia mother estimation cannot put them away. It has a fixed
tanker quota.
23:42  
You got my question? After organisation after organisation insight convenient auto June exam that
cannot estimate for void except figure Yamato Casa Takata my question came in I'm sorry. My name
ploys resign God who knows exactly employers might leave the organisation from time to time apne
decides to chill summer 2021 A punctual lecture and even so f1 Gaussian part time faculty completion
teaching assistant they can attach coaching add john Take me back junkie lecturer bonobo into next
semester I get to apply Kodak now organisation if you never know about it, so it you know another key
insight can digital the product at the necessary procession put the why and the third one is supply of
outside candidate outside candidate by camera necessarily projection for each at a given level. The
unemployment rate the team at the country the unemployment rate joke rubbishy hire organisation it
you're not Unemployment rate Giacobbe she hi organisation Angela qualified candidate power chances
are the way she angiography she people apply for acne she can take the best and most qualified
candidate select for department HR sister shop TV she today. So I'm basically it's in that initial report
necessarily estimation colour coding. So let's discuss about recruitment What do we mean by
recruitment? So, recruitment which is almost different from selection, recruitment is basically the
process of attracting candidate for a back end position. whether an organisation will be able to attract a
large pool of candidate does completely depend on it on its recruitment. So, after organisation a
recruitment money at a position or against a candidate to attract foreign So, I've known organisation
apne Giacobbe she candidate katra cook department vacancy announcement against a Abner
organisation it qualified people our chances thought to be shredded. So, it is basically the process of
having the right person in the right place and of course at the right time, it is crucial to organisational
performance. So our key element of human resource management is basically the recruitment of staff as
this function generates the human capital, California Deccan organisation apne real life Alec Shemitah
Declan j onic company answer Gera vacancy announcement day give ology previous big books in the
journal already applied for written at the Newton corner apply for a.com nine so Tara cannoli like that,
because I did Bertha already back in see announcement he low enough candidate apply Korine, a janitor
our vacancy announcement the DNC Jonathan Qureshi people apply coding. So basically, organisation a
general Umrah ga Giotto Vichy people can attract put the polyester weapon positioner against a another
qualified employee for chances conservation. So recruitment and Matsuyama tries Okay, candidate
Giacobbe she applied for the party. So AJ keylogger actually picked up on delay kebab apne internal
sources useful lay shop TBC convenient kept track of department a process to determine for a type of
recruitment, various selection is the process of choosing the most qualified individual from the available.
Got it? Yes, ma'am.

27:54  
So let's discuss about some factors that might affect recruitment. So, these are the four different factors
that might affect affect recruitment. So image of the organisation image of job size and growth potential
of organisation and finally, demographic factors. The first one is image of the organisation, organisation
is image and organisation with kootenays have the potential to attract large pool of candidates another
native British American Tobacco, British Council, Unilever, Johnson and Johnson Chevron, these are the
multinational companies, a company cooler vacancy announcement delay or pushy large candidates
public currently cannot organisation image for brand image, second image of the job job ready Mr.
Kammen. So job attractiveness to common interview recruitment affected with the body then size and
growth potential of the organisation. organisation is size but growth potential key to Java C sharp not
starting salary follow integer for the future nine apne job sheesh could actually keep on when it apne
janin popnable, social sceptical production designation kihavah Jelena societal growth potential
organisation eternal Jota higher organisational growth potential ratio only organisation that you know
can be the power chances total ratio and finally, demographic factors, demographic factors to lucky
gender ratio is through education level, economic condition, per capita income, etc, that have strong
influence on recruitment. So these are the factors that might influence the recruitment process.

So, recruitment process, these are the series of sequential actions that we need to perform for
recruitment. So, for example, if you work for an organisation as an HR manager, if you are asked to do
the necessary recruitment, these are the process you will follow. First one is defining the role,
organisation and to know the role define product role define Parramatta would say it's all about job
analysis. So, the organisation of vacancy announcement our again baffling internal sources, even a job
puts a job a weapon against another kickico Another key role to specify cocamide genovesa to specific
behaviour we expect you to perform. So, organisation that you know it is done through job analysis. job
analysis can be categorised into two things one is job description and job specification. So role definition
and motto ma'am right to terminate insightfully jamna job description the default Cody Avon job
specification to decide Cody so job description amber Katie said Cody Kiki duty summer enlist Kubo job
specification camera decide curry organisation in terms of skill requirements stacking of it then
attracting applicants and candidates internal application attract for a try Cody then we manage the
application and selection process and finally we make the appointment. So organisation a torture
motomachi recruitment process. I don't know questions have low balling. What's the 10? Yes, ma'am.
So, tell me the difference between recruitment

and recruitment comes before selection and selection I just checked the primary bar said Cora you can
do recruitment j Jarrah manage other kameyama company company to enable their carry to deeply
analysed.

So, basically, our board will seek to colloquial foreign recruitment is the process of attracting candidate
against a second position you are giving the vacancy announcement Yes. So, whether many people will
apply for this job or not, does depend on how you have given the pregnancy announcement. What sort
of duties you have enlisted what sort of human traits you have enlisted their salary tapani disclose
potential inner work environmental policy leaflets and so candidate they get up that his position against
a attract project and our job is to apply for a ATM number 10 equipment in the job on actual john
people. Abner job into nap like Gucci apne CV sought out coaching duties and skilar against a paraplegic
decision make Cochin agj decision that is basically known as selection clear sir Gioconda company a
sorting through Corbin job with a company previous selection tool use for when finally Jochen, best
candidate to select COVID it an amateur selection

mendala third number recruitment process closer study selection and report. So mainly I'm like an extra
tip for a recruitment and selection process don't you gotta go to the application managed for a sharper
sharper selection process start and then after necessarily selection criteria and everything, we make the
necessary appointment. So basically, you can say it's recruitment and selection process. Okay.

Okay, ma'am. Thank you. You're welcome. It's the second

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Last minute

thank you so much the time is up. Catch your next class. We shall continue from chapter

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