Human Resource Management: Fifteenth Edition

Human Resource Management
Fifteenth Edition
Chapter 4
Human Resource Planning
Recruitment, Selection,
Induction
Effective Recruiting internal
and External
sources,Recruting more
diverse workforce.
Copyright © 2019, 2016, 2014 Pearson Education, Inc. All Rights Reserved
Learning Objectives
2.1 Define workforce/human resource planning and HRP
process.
2.2 Define recruitment and selection.
2.3 Define recruitment and selection process.
2.4 Explain the need for effective recruiting and how to make
recruiting more effective by using internal and external
sources.
2.4 Define Induction
2.4 Explain how to recruit a more diverse workforce.
Work force/Human Resource Planning
• Human Resource Planning is the process of deciding what

positions the firm will have to fill, and how to fill them. It
holds all future positions from maintenance clerks to CEO.
• Two steps:
– Assessing current human resources(Human resource
inventory report)
– Meeting future HR needs
9-4
Workforce Profile: Forecasting:

Personnel inventory Based on
- Age - Predicted sales
- Education - Current workforce skills
- Training - Technology changes
- Experience - Use of temporary workers
- Specialized skills - Turnover
- Current position - Retirement
- Previous positions - Planned reassignments
© 2016 Pearson Education, Inc.
• Human resource planning should be an integral part of the

firm’s strategic planning process Human resource plans
requires some forecasts or estimates in this case of three
things:-
• i. Forecasting Personnel Needs
• ii. Forecasting the supply of inside candidates
• iii. Forecasting the supply of outside candidates
• As noted, Four Seasons builds its strategy around offering

superior customer service, and that requires highly
motivated and high-morale employees. How can Four
Seasons use its recruitment practices to encourage such
motivation and morale?
Recruitment
Recruitment is the process of attracting enough individuals
on a timely basis with appropriate qualifications to apply for
jobs with an organization. The recruitment process is critical
because employees quickly become either assets or
liabilities based on how they contribute to the value of the
company.
How many times have we heard CEOs state, “Our
employees are our most important asset”? What is wrong in
this statement?
Selection
Selection is the process of choosing the individual best
suited for a particular position and the organization. Properly
matching people with jobs and the organization is the goal of
the selection process. If individuals are overqualified, under
qualified, or for any reason do not fit either the job or the
organization’s culture, they will be ineffective and probably
leave the firm, voluntarily or otherwise. Selecting wrong
person for any job can be costly.
Recruitment and Selection process
The recruitment and selection process is a series of hurdles aimed at

selecting the best candidate for the job.
Recruitment and Selection Process
1. Decide what positions to fill, through workforce planning
and forecasting.
2. Build a pool of candidates for these jobs, by recruiting
internal or external candidates.
3. Have candidates complete application forms and perhaps
undergo initial screening interviews.
4. Use selection tools like tests, background investigations,
and physical exams to screen candidates.
5. Decide who to make an offer to by having the supervisor
and perhaps others interview the candidates
Why Effective Recruiting Is Important
Employee recruiting means finding and/or attracting
applicants for the employer’s open positions.
Employing the right people for your business is the most
important part of your organization. It is essential to have a
good recruitment process to attract the right kind of
employees for your business needs. Your recruitment
process should be cost effective as well as time effective.
Recruiting and training can be expensive and time
consuming so when you are recruiting, make sure that you
are making the right choices.
Internal Sources of Candidates
Internal recruiting, or filling job vacancies with existing employees within the
business, is the first choice of many companies. Often, companies post job
openings on the company intranet, staff notice boards, in-house newsletters, and
in staff meetings.
Internal recruitment has several advantages. It tends to be a morale booster for
employees because they know that the company has an interest in promoting
their own. In addition, because employer and employee have established a
working relationship, there is a reduced risk of selecting an inappropriate
candidate. Additionally, choosing from within is potentially quicker and less
costly as it reduces costs associated with outside recruiting and shortens the
length of training time.
Internal recruiting, or filling job vacancies with existing employees
within the business, is the first choice of many companies. Often,
companies post job openings on the company intranet, staff notice
boards, in-house newsletters, and in staff meetings.
Internal recruitment has several advantages. It tends to be a morale
booster for employees because they know that the company has an
interest in promoting their own. In addition, because employer and
employee have established a working relationship, there is a reduced
risk of selecting an inappropriate candidate. Additionally, choosing from
within is potentially quicker and less costly as it reduces costs associated
with outside recruiting and shortens the length of training time.
Internal recruitment has several disadvantages. There may
be partiality in promoting employees. There is no new
opportunities for external candidate. Dissatisfied employees
may quit if his co-worker is promoted to higher positions.
Finally this includes the possibility of not getting the best
candidate due to a limited search process and all vacancies
cannot be filled from within the organizations.
External Sources of Candidates
External recruiting is the process of searching outside the
firm to fill job vacancies. Companies may post ads in
newspapers, trade magazines, or the Internet, as well as
using social media sites such as LinkedIn, Facebook, and
Twitter.
9-16
External Recruiting
© 2016 Pearson Education, Inc.
Induction
• Induction is the process of introducing a new employee to his/her job and
organization and giving him all the necessary information required by him/her
to start his work. The purpose of induction is to welcome a new employee and
inform them about the organizational culture, introduce them to their team and
co-workers, give them an understanding of their job, help them understand
how their work will be connected to his co workers and informing him about the
policies of the organization.
Importance of Induction
1) To reduce the anxiety, shyness and nervousness a new employee feels when he
joins new organization and is surrounded by new people and a new environment.
2) To introduce the employees their job, company culture, policies, workplace, work
environment and the people of the organization.
3) To ensure that the new employee does not form a negative perception about the
organization.
4) To reduce confusion and waste of time and resources.
5) To foster good relations among employees
6) To reduce the possibility of a new employee being exploited by an evil co worker
Recruit a More Diverse Workforce
Because recruiting a diverse workforce isn’t just socially responsible.
Given the rise in minority, older worker, and women candidates, it is a
necessity.
• Women
• Single Parents
• Older Workers
• Minorities
• The Disabled
Recruit a More Diverse Workforce
Women – Given the progress women have made in getting and excelling in a wide range
of professional, managerial, and military occupations.
Single Parents – Recently there were about 10 million single parent families with
children under 18 maintained by the mother, about two-thirds of whom were employed.
There were about 1.25 million single parent families with children under 18 maintained
by the father, three-fourths of whom were employed. Being a single parent isn’t easy,
and recruiting and keeping them requires understanding the problems they face
Older Workers – About 32% of Americans age 65 to 69 were employed recently, as

were 19% of all those over 65. It therefore makes sense for employers to encourage
older workers to stay (or to come to work at the company). The most effective ads
emphasize schedule flexibility, and emphasize the firm’s equal opportunity employment
statement.
Minorities – Understand the barriers that prevent minorities from applying. For example,
some minority applicants won’t meet the educational or experience standards for the job;
many employers therefore offer corrective training.
Learning Objectives
2.1 Define workforce/human resource planning and HRP
process.
2.2 Define recruitment and selection.
2.3 Define recruitment and selection process.
2.4 Explain the need for effective recruiting and how to make
recruiting more effective by using internal and external
sources.
2.4 Define Induction and Placement.
2.4 Explain how to recruit a more diverse workforce.
Copyright

Human Resource Management: Fifteenth Edition

Uploaded by

Document Information

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Human Resource Management: Fifteenth Edition

Uploaded by

Copyright:

Available Formats

Human Resource Management

• Human Resource Planning is the process of deciding what

Human Resource Planning

Workforce Profile: Forecasting:

• Human resource planning should be an integral part of the

• As noted, Four Seasons builds its strategy around offering

The recruitment and selection process is a series of hurdles aimed at

© 2016 Pearson Education, Inc.

4) To reduce confusion and waste of time and resources.

5) To foster good relations among employees

6) To reduce the possibility of a new employee being exploited by an evil co worker

Older Workers – About 32% of Americans age 65 to 69 were employed recently, as

You might also like