Environment - : Economic factors Technological Changes Demographic changes Political and legislative issues Social concerns Organizational objectives and policies-: HR plans need to be based on organizational objectives. Specifics requirements in terms of numbers and characteristics of employees must be derived from organizational objectives.
Manpower planning & recruitment process slides june leke oshiyemi
Manpower Planning & Recruitment Process: @Phonersis Consulting June , 2012Delivered ByLeke OshiyemiHead, Human ResourcesVerod Capital Management Limited
About me My Contact Details: firstname.lastname@example.org www.linkedin.com/in/lekeoshiyemi www.facebook.com/lekeoshiyemi www.twitter.com/lekeoshiyemi (Mobile)+2348033071649
Learning Objectives• To demystify Manpower planning/ Recruitment Process• Enlighten on How to Get a Job in 2012.• Determining what your exact “hiring needs” are• Demonstrate how to Initiate a recruitment action *All my submissions will be discussed from the perspective of “The Employer” & “The Employee” &
Our Take away“To understand the importance of Manpower Planning and How Human Resources creates organizational effectiveness (Value creation) by an excellent recruitment process.
Conceptual ClarificationWhat is HRP/Manpower Planning?“ The Process by which an organization ensures that it has the right number and kind of people at the right place and at the right time, capable of effectively and efficiently completing those tasks that help the organization achieve its overall objectives”.What is Recruitment Process?“The process of identifying and hiring the best- qualified candidate (from within or outside of an organization) for a job vacancy, in a most timely and cost effective manner- - businessdictionary.com
From Manpower Planning(HRP) to Recruitment: “The connection”
Objectives of HRP: Why HRP?• To ensure optimum use of existing Human Capital• To forecast future requirement for HR.• To provide control measures to ensure that necessary HR are available as and when required.• To asses the surplus and shortage of HR. (Downsizing).• To anticipate the impact of technology on jobs and HR.• To determine the level of Recruitment and Training.• To estimate the cost of HR and Other needs of employees.• To meet the needs of expansion and diversification programmes.
Who is In-Charge of Manpower Planning? Top level executives/HR Business Partners: are responsible for HRP/ Manpower planning within any organization. Heads of Units/Line Managers: Responsible and accountable for Manpower aspects of various their various business units/departments. Note: Supervisors/Line Managers “should” undertake their own assessment of future business NEEDS in such a manner as to provide a concrete basis for organization –wide forecasting and planning.
Manpower Planning & Analysis Model (Macro View)
Manpower Planning & Analysis Model (Micro View) Environment Org objectives and policiesHR Needs Forecast HR Supply Forecast HR Programming HRP Implementation Control and Evaluation Surplus Shortage
Objectives of Recruitment ProcessThe purpose of the recruitment process is to attract a field of well-qualified candidates. Deter unsuitable candidates from applyingThe purpose of the selection process is to predict the job performance of candidates. This is done by assessing/measuring the candidates Knowledge, Qualifications, Skills and Experience (KQSE) using assessment methods such as:Review of CV/application formInterviewsPractical tests.
Guidelines for Employment Interviews1. Establish an interview plan2. Establish and maintain rapport3. Be an active listener4. Pay attention to non-verbal clues5. Provide information honestly6. Use questions effectively7. Separate facts from inferences8. Recognise biases9. Control the interview10. Standardise the questions
Let’s ConnectLeke OshiyemiHR-Expert| Recruiter | Seminar/Conference Speaker: on Human Resources Management and Social Media/LinkedIn.• email@example.com• www.linkedin.com/in/lekeoshiyemi• www.facebook.com/lekeoshiyemi• www.twitter.com/lekeoshiyemi• (Mobile)+2348033071649