Your SlideShare is downloading. ×
0
Hr planning, recruitment & selection
Hr planning, recruitment & selection
Hr planning, recruitment & selection
Hr planning, recruitment & selection
Hr planning, recruitment & selection
Hr planning, recruitment & selection
Hr planning, recruitment & selection
Hr planning, recruitment & selection
Hr planning, recruitment & selection
Hr planning, recruitment & selection
Hr planning, recruitment & selection
Hr planning, recruitment & selection
Hr planning, recruitment & selection
Upcoming SlideShare
Loading in...5
×

Thanks for flagging this SlideShare!

Oops! An error has occurred.

×
Saving this for later? Get the SlideShare app to save on your phone or tablet. Read anywhere, anytime – even offline.
Text the download link to your phone
Standard text messaging rates apply

Hr planning, recruitment & selection

1,249

Published on

HRMD material

HRMD material

Published in: Business, Technology
0 Comments
1 Like
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total Views
1,249
On Slideshare
0
From Embeds
0
Number of Embeds
1
Actions
Shares
0
Downloads
39
Comments
0
Likes
1
Embeds 0
No embeds

Report content
Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
No notes for slide

Transcript

  • 1. HR planning is also known as manpower planning which is a dynamic process of analyzing the organization’s human resources needs under changing conditions and developing programs and policies necessary to satisfy these needs
  • 2.  
  • 3. Planning in HRM consists of: <ul><li>Furnishing the environment the necessities to attract and retain productive people </li></ul><ul><li>Providing systems and procedures that will maximize the utilization of human time and potential </li></ul><ul><li>Assisting the organization’s operating unit in meeting their objectives for the effective, economical use of human resources </li></ul>
  • 4. Steps in HR Planning <ul><li>Establish organizational objectives and human resource needs </li></ul><ul><li>Assess skills, interests and experience of current employees </li></ul><ul><li>Analyze the future availability of employees </li></ul><ul><li>Plan recruitment and development programs to meet future human resource needs </li></ul><ul><li>Evaluate human resource planning program </li></ul>
  • 5. Recruiting <ul><li>is a process of developing a pool of qualified candidates for job vacancies </li></ul>Why properly select employees?
  • 6. <ul><li>A competent worker is an asset to the company </li></ul><ul><li>Careless hiring is costly and can cause problems to the organization </li></ul><ul><li>Organizational objectives are better achieved by workers who have been properly selected </li></ul><ul><li>HR requirements vary from job to job </li></ul><ul><li>Individual have different interests, goals and objectives in life </li></ul><ul><li>Labor laws protect employees, making it difficult to fire incompetent and problem employees </li></ul><ul><li>People have varying degree of knowledge, skill and aptitudes </li></ul>Why Properly Select Employees?
  • 7. Selecting Employees <ul><li>The factors that influence the organization’s selection process are the following: </li></ul><ul><li>a. size of the organization </li></ul><ul><li>b. types of job to be filled </li></ul><ul><li>c. Number of people to be hired </li></ul><ul><li>d. Outside pressures from unions </li></ul>
  • 8. Five Common Interview Styles <ul><li>Structured interview – conducted with predetermined outline or checklist of questions </li></ul><ul><li>Unstructured interview – with out the aid of checklist or outline </li></ul><ul><li>Stress interview – is conducted to place the interviewee under pressure. The aim of this is to detect highly emotional person </li></ul><ul><li>Panel interview – is conducted with two or more interviews </li></ul><ul><li>Group interview – is conducted with several job applicants being questioned together in a group discussion </li></ul>
  • 9. What to Ask During Interview? <ul><li>Credentials (courses, experiences) </li></ul><ul><li>Opinions (applicants opinions about work related topics) </li></ul><ul><li>Knowledge ( technical knowledge) </li></ul><ul><li>Situational/behavioral questions Ask about possibilities “ what would you do if . . . ” </li></ul>
  • 10. What are the tests being administered? <ul><li>Intelligence tests </li></ul><ul><li>Proficiency and aptitude tests </li></ul><ul><li>Vocational tests </li></ul><ul><li>Personality tests </li></ul><ul><li>Psychomotor test </li></ul>
  • 11. <ul><li>Physical examination – Almost all organization require physical and medical examination </li></ul><ul><li>Final decision – If there will be more than one qualified person, a value judgment based on all the information gathered must be made to select the most qualified individuals </li></ul><ul><li>Orientation – is a process of introducing new employees to the organization, work unit, and job </li></ul>
  • 12. Some Tips in Hiring People <ul><li>Employ only the best qualified persons </li></ul><ul><li>Pay just and reasonable compensation </li></ul><ul><li>Help each employee to attain his/her maximum potential </li></ul><ul><li>Promote from within </li></ul><ul><li>Recognize and reward for efficiency </li></ul><ul><li>Provide a wholesome and friendly atmosphere for harmonious employee-employer relationships </li></ul>
  • 13. Reference: <ul><li>Managers’ Course UP Institute for Small Scale Industries , 2003 </li></ul>

×