Hr planning, recruitment & selection
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Hr planning, recruitment & selection

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    Hr planning, recruitment & selection Hr planning, recruitment & selection Presentation Transcript

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