PERSONNEL

PLANNING &
RECRUITIN
G
PROCUREMENT SEPARATION
STAFFING
1. Workforce Planning
2. Job Analysis
3. Recruitment
4. Selection
5. Induction/Orientation
6. Placement
1. Workforce
Planning and
Forecasting
The process of deciding what positions the firm will
have to fill, and how to fill them.
 To best understand the firm’s
strategic and business planning
employment plans are built on
forecast (basic assumptions about the
future)

Strategy and Workforce Planning

 Forecasting Personnel Needs (Labor Demand)

● Trend Analysis
Study of a firms past employment needs over a
period of years to predict future needs.

● Ratio Analysis
A forecasting technique for determining future staff
needs by using ratio between.
example: sales volume and number of employees
needed.

● Scatter Plot
A graphical method used to help identify the
relationship between two variables.
 MARKOV ANALYSIS
 Employers also use this mathematical
process to forecast availability of internal
job candidates.

 Involves a matrix that shows the

probabilities that employees in the chain of
feeder positions for a key job will move
from positon to position and be available to
be filled in.
Forecasting the Supply of Outside Candidates

o The availability depends first on the manager’s

own sense of what’s happening in his/her
industry and locale

o Observe the labor market analysis

 Predictive Workforce Monitoring
Workforce planning often involves paying
continuous attention to workforce planning
issues. Managers call this predictive
workforce monitoring.

 Matching Project Labor Supply and Labor Demand

Workforce planning should logically culminate in workforce
plan and lays on employer’s projected workforce & skill
gaps, as well as staffing plans for filling these gaps.

 Succession Planning

The ongoing process of systematically identifying, assessing, and

developing organizational leadership to enhance performance.
2.) JOB ANALYSIS

● Job analysis is the process of gathering and

analyzing information about the content and
the human requirements of jobs, as well as
the context in which jobs are performed.

● It can be done through different methods

like survey, interview, and observation.

● It resulted to creation of job description

and job specification.
3.
RECRUITME
NT
 Why is it important?
 Finding the right employee in the right time and in the right
place.
• Employee recruiting means finding and/or attracting
applicants for the employer’s open position.
• For instance, there are only two candidates apply for two
openings, you may have little choice but hire them, But, what
if, there are 20 or more applicants, it is obvious that we
should conduct an interview or test to analyze which one is
the best, and finding the best is not that easy.
• Thus, Effective Recruitment is important in order to avoid the
loss of customers and skill shortage as the risk facing
business today refer to Lloyd’s of London Risk Index.
 Hiring the Right Person:
Recruitment

• RECRUITMENT
• The process of attracting
individuals in sufficient
numbers with the right
skills and at appropriate
times to apply for open
positions within the
organization.
©SHRM 2008 13
 Recruitment Issues

• Alternatives to recruitment:
• Outsourcing.
• Part-time employees.
• Overtime.
©SHRM 2008 14
3.
Internal Sources of
Candidates
 Internal

• Promotion from within:

• Advantages:
• Promotion as a reward for good work.
• Motivational tool for other employees.
• Promoted employee gets up to speed must
faster in his or her new job.
16
 Internal

• Disadvantages:
• Must fill the position vacated by the
promoted employee.
• Lack of new ideas and creativity that
may come from a new person.
• Jealousy from those not promoted.
©SHRM 2008 17
 GO OUTSIDE/PROMOTE FROM WITHIN
PROMOTE
GO OUTSIDE, IF: FROM WITHIN,
1. Need special skills that IF:
1. Thriving and have the
aren’t available in the
effective succession
company.
planning.
2. If the company is facing a
2. Have appropriate
inadequate skill inventory
skills in the inventory
systems.
system.
3. Need new ideas or better
3. Perfectly complete
techniques to bring to the
their needed skills
organization.
internally.
4. Need help in human
4. Their goal is to have a
resources mix.
unique and strong
5. Sure of their long interest in
company culture.
the organization.
How to find internal
candidates
EMPHASIZE GIVE DETAILS
JOB POSTING
THE BENEFIT Describe
Write an internal job completely about
Make sure that
advertisement which the the details and
employees are
company will list the requirement
interested.
requirements and job process. While
duties. ensuring its
AWARE OF INTERNAL simple and easy.
POLITICS
It may be unfair and
suboptimal.
 Outside source
of Candidates
Employer’s can’t always get all the employees they need from
their current staff and sometimes they just don’t want to.
 External

• Advantages
• Skills from outside of the organization
• Enhancing Diversity
• Selection among best candidates
 External

• Disadvantages
• Demotivation among employees
• Limited idea about the company
• Time consuming and high cost

©SHRM 2008 22
 4.) SELECTING EMPLOYEES
• Employee Selection is the process of putting right
men on right job.
• It is a procedure of matching organizational
requirements with the skills and qualifications of
people.
• Effective selection can be done only when there is
effective matching. By selecting best candidate for
the required job, the organization will get quality
performance of employees. 
SELECTION PROCESS
The selection process can be defined
as the process of selection and
shortlisting of the right candidates
with the necessary qualifications and
skill set to fill the vacancies in an
organization.
SELECTION PROCESS

1. Receiving Applications
 

2. Preliminary Interview
SELECTION PROCESS

3. Teaching Demonstration

4. Employment Tests  

 
SELECTION PROCESS

5. Final/Panel Interview

6. Checking References/Background
Investigation  

 
SELECTION PROCESS

7. Medical Examination 

8. Final Selection and Job Offer  

 
5.) Orienting Employees
• Employee orientation provides sufficient
information to new members to help them adapt
faster.
• It contributes to a more effective, productive
workforce and encourages employee
confidence.
• Orientation is typically combined with initial
training when new hires learn the ins and outs
of their job. Orientation plays a vital role during
the first few days and weeks of employment.
Orientation
•Institutional – done the HR
Personnel
•Departmental – done within
the department
 THE PURPOSE OF ORIENTING EMPLOYEES

•Learn about your company and its policies and procedures

•Become familiarized with their role and responsibilities as
well as benefits and salary
•Quickly get acquainted with the company
•Relieve stress and anxiety because questions get answered
quickly
•Understand the organization’s values and feel valued as part
of the team
•Get familiar with the people in the office, the layout of the
office and the company structure
•Read through and sign all relevant new-hire paperwork
•Get organized and ready to get to work
6.) PLACEMENT
• After the employee is hired and oriented,
he/she must be placed in his/her right job.
• Placement is understood as the allocation
of people to the job. It is assignment or re-
assignment of an employee to a new or
different job
• Placement is the process of assigning
specific jobs and workplaces to the
selected candidates.
THANK YOU