PERSONNEL

PLANNING and
RECRUITING
LECTURE 5: Chapter 5, Personnel Planning and Recruiting
Prepared for Army IBA, for lecturing on Management and Organizational Behaviour, Prepared by Rizwana Islam, Architect, Business
Consultant, Lecturer Army IBA, Graduated from BUET, Graduated from IBA.DU, Research Fellow, IBA.DU, Source: Internet Based
Resources, Gary Dessler, Human Resource Management
 LECTURE 5: Chapter 5, Personnel Planning and Recruiting

Where Recruitment stands in HRM Strategies:

HRP is a part of HRM.

HRM is involving some
functions and HRP is
the function to ensure
that the organization
will always have
enough manpower
(usually in numbers but
also can be in
competencies) to run
the organization or to
achieve further targets
of the organization.
Prepared for Army IBA, for lecturing on Management and Organizational Behaviour, Prepared by Rizwana Islam, Architect, Business
Consultant, Lecturer Army IBA, Graduated from BUET, Graduated from IBA.DU, Research Fellow, IBA.DU, Source: Internet Based
Resources, Gary Dessler, Human Resource Management
 LECTURE 5: Chapter 5, Personnel Planning and Recruiting

Prepared for Army IBA, for lecturing on Management and Organizational Behaviour, Prepared by Rizwana Islam, Architect, Business
Consultant, Lecturer Army IBA, Graduated from BUET, Graduated from IBA.DU, Research Fellow, IBA.DU, Source: Internet Based
Resources, Gary Dessler, Human Resource Management
 LECTURE 5: Chapter 5, Personnel Planning and Recruiting

Strategy and Workforce Planning: ...a Gen Y person or a baby

In a business environment that is boomer looking for a little
more flexibility in their
constantly evolving, you need to
lifestyle. I think employers are
be smart about who you’re hiring going to have to learn how to
and how they can help you have this individual work
achieve your business goals. This arrangement with each
means putting careful thought and employee in certain aspects
of the talent. I’m not saying
consideration into the (future) that’s going to be the case for
skills of your workforce: the retail jobs or volume hiring
employees you already have on positions. But it’s going to be
board, the ones that need further the case for some of your top
development, and the ones you talent or some of your core
talent in certain industries. It’s
still need to hire because you’ll beginning to happen. The
need them in the near future. Silicon Valley is probably
That’s where strategic workforce where we see a lot of it. But
planning comes into play. it’s going to sweep the
country.
Prepared for Army IBA, for lecturing on Management and Organizational Behaviour, Prepared by Rizwana Islam, Architect, Business
Consultant, Lecturer Army IBA, Graduated from BUET, Graduated from IBA.DU, Research Fellow, IBA.DU, Source: Internet Based
Resources, Gary Dessler, Human Resource Management
 LECTURE 5: Chapter 5, Personnel Planning and Recruiting

HRM example from Starbucks: For

company’s success employees are vital.
They are public face of company and their
hands passes through every single dollar of
sales. Howard Schultz thinks that
employees can break or make a company.
If an employee has a positive interaction
with customer, definitely customer will be
come back. Vice versa, customer is gone.
It’s important for Starbucks to hire and
recruit the right person,train well, motivate
and retain them. Therefore, the company
should give satisfying jobs, appropriate
work schedules, a positive work
environment and fair compensation and
benefits. To gain competitive advantage
these activities are essential of Starbucks’s
strategy to deploy human resources.
Human resource management (HRM)is the
process an organization takes actions to
attract, develop, and retain quality
employees. (“Human resource
management,”1997)
Prepared for Army IBA, for lecturing on Management and Organizational Behaviour, Prepared by Rizwana Islam, Architect, Business
Consultant, Lecturer Army IBA, Graduated from BUET, Graduated from IBA.DU, Research Fellow, IBA.DU, Source: Internet Based
Resources, Gary Dessler, Human Resource Management
 LECTURE 5: Chapter 5, Personnel Planning and Recruiting

HRM strategy of Bank of Baroda: It has

the tradition of continuous enrichment of
its human assets so that they deliver
value to the business. HR Mission of BB:

Prepared for Army IBA, for lecturing on Management and Organizational Behaviour, Prepared by Rizwana Islam, Architect, Business
Consultant, Lecturer Army IBA, Graduated from BUET, Graduated from IBA.DU, Research Fellow, IBA.DU, Source: Internet Based
Resources, Gary Dessler, Human Resource Management
 LECTURE 5: Chapter 5, Personnel Planning and Recruiting

Prepared for Army IBA, for lecturing on Management and Organizational Behaviour, Prepared by Rizwana Islam, Architect, Business
Consultant, Lecturer Army IBA, Graduated from BUET, Graduated from IBA.DU, Research Fellow, IBA.DU, Source: Internet Based
Resources, Gary Dessler, Human Resource Management
 LECTURE 5: Chapter 5, Personnel Planning and Recruiting

Anticipating that, high levels of

some natural retirement, Bank
of Baroda approached the open
Market to recruit experienced
employees.

Prepared for Army IBA, for lecturing on Management and Organizational Behaviour, Prepared by Rizwana Islam, Architect, Business
Consultant, Lecturer Army IBA, Graduated from BUET, Graduated from IBA.DU, Research Fellow, IBA.DU, Source: Internet Based
Resources, Gary Dessler, Human Resource Management
 LECTURE 4: Chapter 4, Personnel Planning and Recruiting

Trend analysis: Human resources

walks a budget tightrope as it strives
to maintain a workforce that suits the
organization’s staffing needs.
Over-staffing wastes funds and drains
profitability. Under-staffing jeopardizes
production capability and sales. In
order to strike the right balance, HR
forecasts labor demand in terms of the
skills and headcount needed to
execute the strategic plan. One
forecasting tool, the trend analysis,
examines past employment levels
against business variables to predict
future staffing requirements

Prepared for Army IBA, for lecturing on Management and Organizational Behaviour, Prepared by Rizwana Islam, Architect, Business
Consultant, Lecturer Army IBA, Graduated from BUET, Graduated from IBA.DU, Research Fellow, IBA.DU, Source: Internet Based
Resources, Gary Dessler, Human Resource Management
 LECTURE 4: Chapter 4, Personnel Planning and Recruiting

Prepared for Army IBA, for lecturing on Management and Organizational Behaviour, Prepared by Rizwana Islam, Architect, Business
Consultant, Lecturer Army IBA, Graduated from BUET, Graduated from IBA.DU, Research Fellow, IBA.DU, Source: Internet Based
Resources, Gary Dessler, Human Resource Management
 LECTURE 6: Chapter 5, Personnel Planning and Recruiting

For example, a ratio of Assume HR is forecasting

20:1 based on sales
revenues can mean that
for every $20,000 in
sales revenues, HR
estimates the
department will need
one full-time employee.
If sales revenue
predictions for the
coming year are set at
$200,000 the
department will need to
maintain a staff
equivalent to 10
full-time employees.
Prepared for Army IBA, for lecturing on Management and Organizational Behaviour, Prepared by Rizwana Islam, Architect, Business
Consultant, Lecturer Army IBA, Graduated from BUET, Graduated from IBA.DU, Research Fellow, IBA.DU, Source: Internet Based
demand for the clothing
department of a retail department
store. Gross sales revenues for
the past year were $75,000 and
the clothing department currently
employs five full-time employees; Ratio analysis: Human resources
forecasting methods focus on both the
the ratio is 75,000:5 or 15,000:1. demand and supply side of identifying
future staffing needs. A ratio analysis is a
This means that for every dual-purpose, demand-side forecasting
$15,000 in gross sales, the
method used to forecast demand and to
compare forecasting results against
department needs one employee. industry standards or business
competition. One big advantage of a ratio
If sales are expected to rise by analysis is that it can be just as easily
$30,000 in the coming year, the
used in businesses that don’t have years
of historic data to rely on for making future
department will need to hire two staffing predictions as it can in existing
businesses.
full-time employees.
Resources, Gary Dessler, Human Resource Management
 LECTURE 5: Chapter 5, Personnel Planning and Recruiting

Prepared for Army IBA, for lecturing on Management and Organizational Behaviour, Prepared by Rizwana Islam, Architect, Business
Consultant, Lecturer Army IBA, Graduated from BUET, Graduated from IBA.DU, Research Fellow, IBA.DU, Source: Internet Based
Resources, Gary Dessler, Human Resource Management
 LECTURE 5: Chapter 5, Personnel Planning and Recruiting

Nestle commitment to quality:

Nestlé is committed to enhancing
the quality of consumers' lives
through nutrition, health and
wellness. Our mission of "Good
Food, Good Life" is to provide the
best tasting, most nutritious choices
in a wide range of food and
beverage categories and eating
occasions, from morning to night.

Nestlé People Culture: Our

employees help us to gain and
build competitive advantage
Nestle’s through their energy, imagination
Mission is and local insights. It’s essential that
reflected on we reward them competitively and
Nestle invest in their development to
People ensure that we remain responsive
Culture. to a rapidly changing world.
Prepared for Army IBA, for lecturing on Management and Organizational Behaviour, Prepared by Rizwana Islam, Architect, Business
Consultant, Lecturer Army IBA, Graduated from BUET, Graduated from IBA.DU, Research Fellow, IBA.DU, Source: Internet Based
Resources, Gary Dessler, Human Resource Management
 LECTURE 5: Chapter 5, Personnel Planning and Recruiting

Amazon adopts a longer-term

view for developing their talent
pipeline by focusing on science,
technology, engineering and
mathematics (STEM) subject
areas for their technical career
opportunities. They have
committed around $50M to
spread STEM programs for
underprivileged communities.
One of their initiatives is a ‘Tech
U Program’ which looks after
career development
Companies like Walmart, opportunities for fresh
Amazon, etc. are moving
graduates to upskill their
ahead everyday towards
technical competencies for
using cloud based Payroll and
cloud-based solutions. (About
Human resources services
Amazon Staff, 2019).
system
Prepared for Army IBA, for lecturing on Management and Organizational Behaviour, Prepared by Rizwana Islam, Architect, Business
Consultant, Lecturer Army IBA, Graduated from BUET, Graduated from IBA.DU, Research Fellow, IBA.DU, Source: Internet Based
Resources, Gary Dessler, Human Resource Management
 LECTURE 5: Chapter 5, Personnel Planning and Recruiting

Key Values and Principles practiced by

Starbucks in HRM:
Howard Schultz and senior executives are
against franchising to ensure the quality
of products. They opposed selling
artificially flavored coffee beans-“We will
not pollute our high-quality beans with
chemicals”. Howard did not want the
company to enter into supermarket sales
so that the quality of the beans would be
under control. Starbucks’ management
was rather strict about importance of
Recruitment Growth, Company Performance, and Work-life Balance: pleasing customers. Every employee has
The recruitment process is a pivotal strategy for Starbucks to to undergo trainings so that when it
accomplish its objectives in finding the right kinds of personnel to carry comes to critical moment, they will act
out its mission and business strategy. The company had experienced based on right mind and to ensure
periods of accelerated growth, opening up more than four stores and customers are fully satisfied. The motto
adding 200 employees each day until 2007 (Noe et al., 2010). With “just say yes” used to every customer
such a rapid growth rate, however, it had to assimilate those new hires requests.
quickly into the company to meet its growth goals.
Prepared for Army IBA, for lecturing on Management and Organizational Behaviour, Prepared by Rizwana Islam, Architect, Business
Consultant, Lecturer Army IBA, Graduated from BUET, Graduated from IBA.DU, Research Fellow, IBA.DU, Source: Internet Based
Resources, Gary Dessler, Human Resource Management
 LECTURE 5: Chapter 5, Personnel Planning and Recruiting

Personnel Replacement Chart

Prepared for Army IBA, for lecturing on Management and Organizational Behaviour, Prepared by Rizwana Islam, Architect, Business
Consultant, Lecturer Army IBA, Graduated from BUET, Graduated from IBA.DU, Research Fellow, IBA.DU, Source: Internet Based
Resources, Gary Dessler, Human Resource Management
 LECTURE 5: Chapter 5, Personnel Planning and Recruiting

Prepared for Army IBA, for lecturing on Management and Organizational Behaviour, Prepared by Rizwana Islam, Architect, Business
Consultant, Lecturer Army IBA, Graduated from BUET, Graduated from IBA.DU, Research Fellow, IBA.DU, Source: Internet Based
Resources, Gary Dessler, Human Resource Management
 LECTURE 5: Chapter 5, Personnel Planning and Recruiting

At Nestlé, we
recognize that our
employees are the key
to our success and
nothing can be
achieved without their
engagement.
Prepared for Army IBA, for lecturing on Management and Organizational Behaviour, Prepared by Rizwana Islam, Architect, Business
Consultant, Lecturer Army IBA, Graduated from BUET, Graduated from IBA.DU, Research Fellow, IBA.DU, Source: Internet Based
Resources, Gary Dessler, Human Resource Management
 LECTURE 5: Chapter 5, Personnel Planning and Recruiting

At Nestlé, we
recognize that our
employees are the key
to our success and
nothing can be
achieved without their
engagement.
Prepared for Army IBA, for lecturing on Management and Organizational Behaviour, Prepared by Rizwana Islam, Architect, Business
Consultant, Lecturer Army IBA, Graduated from BUET, Graduated from IBA.DU, Research Fellow, IBA.DU, Source: Internet Based
Resources, Gary Dessler, Human Resource Management
 LECTURE 5: Chapter 5, Personnel Planning and Recruiting

At Nestlé, we
recognize that our
employees are the key
to our success and
nothing can be
achieved without their
engagement.
Prepared for Army IBA, for lecturing on Management and Organizational Behaviour, Prepared by Rizwana Islam, Architect, Business
Consultant, Lecturer Army IBA, Graduated from BUET, Graduated from IBA.DU, Research Fellow, IBA.DU, Source: Internet Based
Resources, Gary Dessler, Human Resource Management
 LECTURE 5: Chapter 5, Personnel Planning and Recruiting

Company Value need to be

shared with employees:

Starbucks has offered a

variety of training programs to
provide employees sufficient
knowledge of the company’s
values and how to foster it
amongst their customers.
According to Obloga (2011),
“First Impressions” has given
insight to baristas as how to
interact with customers in
terms of service principles.

Prepared for Army IBA, for lecturing on Management and Organizational Behaviour, Prepared by Rizwana Islam, Architect, Business
Consultant, Lecturer Army IBA, Graduated from BUET, Graduated from IBA.DU, Research Fellow, IBA.DU, Source: Internet Based
Resources, Gary Dessler, Human Resource Management
 LECTURE 5: Chapter 5, Personnel Planning and Recruiting

A company received 240

applications for a specific
position. From these
applications, only 120 passed
from resume screening to
screening calls. Then, 30 were
given an assignment. Only 15
were invited to an interview.
Five went through to an
executive interview. One
received an offer. Here’s a
recruitment yield pyramid
visualizing this hiring process:
Prepared for Army IBA, for lecturing on Management and Organizational Behaviour, Prepared by Rizwana Islam, Architect, Business
Consultant, Lecturer Army IBA, Graduated from BUET, Graduated from IBA.DU, Research Fellow, IBA.DU, Source: Internet Based
Resources, Gary Dessler, Human Resource Management
 LECTURE 5: Chapter 5, Personnel Planning and Recruiting

How Mission is related with HRM:

Starbucks is also company that
practices open communication. It
keeps employees or “partners”
frequently informed, its senior
leaders frequently holding “Open
Forum” events to answer employee
questions and mitigate issues or
concerns. Starbucks believes that it
is important to hire those not just for
the ability to be trained in cafe work
and customer satisfaction, but also
those with an aptitude for social
consciousness. Its mission is to
inspire and nurture the human spirit
“one person, one cup, and one
neighborhood at a time” (“Our
Mission,” n.d.).

Prepared for Army IBA, for lecturing on Management and Organizational Behaviour, Prepared by Rizwana Islam, Architect, Business
Consultant, Lecturer Army IBA, Graduated from BUET, Graduated from IBA.DU, Research Fellow, IBA.DU, Source: Internet Based
Resources, Gary Dessler, Human Resource Management
 LECTURE 5: Chapter 5, Personnel Planning and Recruiting

At Nestlé, we
recognize that our
employees are the key
to our success and
nothing can be
achieved without their
engagement.
Prepared for Army IBA, for lecturing on Management and Organizational Behaviour, Prepared by Rizwana Islam, Architect, Business
Consultant, Lecturer Army IBA, Graduated from BUET, Graduated from IBA.DU, Research Fellow, IBA.DU, Source: Internet Based
Resources, Gary Dessler, Human Resource Management
 LECTURE 5: Chapter 5, Personnel Planning and Recruiting

At Nestlé, we
recognize that our
employees are the key
to our success and
nothing can be
achieved without their
engagement.
Prepared for Army IBA, for lecturing on Management and Organizational Behaviour, Prepared by Rizwana Islam, Architect, Business
Consultant, Lecturer Army IBA, Graduated from BUET, Graduated from IBA.DU, Research Fellow, IBA.DU, Source: Internet Based
Resources, Gary Dessler, Human Resource Management