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Human resource planning and recruiting (1)
 

Human resource planning and recruiting (1)

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    Human resource planning and recruiting (1) Human resource planning and recruiting (1) Presentation Transcript

    • HUMAN RESOURCE PLANNING AND RECRUITING
    • INTRODUCTION
      • Right recruiting sources are essential.
      • First step- Job analysis & Job description.
      • Moving ahead- recruiting & selecting employees.
    • PLANNING & FORECASTING
      Personnel planning/ succession planning -
      • What positions to be filled?
      • How to fill those positions?
      Such need arises with –
      • Mode of expansion.
      Hiring can be – internal / external
    • FORECASTING: INTERNAL/EXTERNAL EMPLOYEES
      This is done when hiring employees from within the system –
      • Replacement charts are used.
      • Computerized information systems.
      • Job rotations.
      • Mode of promotions within the company.
    • EFFECTIVE RECRUITING
      • Having job openings & screening candidates –
      - Interviews
      - screening tests.
      • Should make sense with company’s strategic plans.
      • Plan recruiting methods as per job requirement.
      • Firms image impacts pooling of talent.
    • SELECTION DEVICES
      TESTS :-
      • General mental ability tests.
      • Conscientiousness tests.
      • Integrity tests.
      METHODS:-
      • Work sample tests.
      • Job knowledge tests.
      • Structured interviews.
      • Grade point average.
    • GE MEDICAL
      • Hiring every year 500 technical workers to invent and make medical devices.
      • For recruitments :- applying best practices management techniques.
      • Draws up multigenerational staffing plan.
    • RECEIVING APPLICATIONS
      This can be done through :-
      • Advertising – using attractive key words “ call back” / “forward your resume”.
      • Employment Agencies –
      Public and non profit agencies.
      Private agencies.
    • HEADHUNTERS
      • Executive recruiters used for hiring top management talent for clients.
      • Include Executive and technical positions.
      • Time saving methodology.
      • Pooling relevant talent for position.
    • ODRS
      Firms also prefer On demand recruiting services:
      • ODRS firm charge by time rather than per hire.
      • handles – recruiting , analysis & pre- screening.
      • specifically used by firms for some projects.
    • WHY RECRUITING SERVICES?
      Right recruiting sources are of relevance to the firms-
      • Best fit- in candidate for particular position.
      • Effective recruitments.
      • Time saving.
      • Good hiring – creates good employees –
      good employees – assets for the companies.
    • Thank you
      Jasmeen (Manager- Sales)
      HR Globe Consulting
      www.hrglobeconsulting.com