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Personnel planning, recruitment process and hr challenges in the 21st century

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This Paper discusses personnel planing, recruitment, selection and the procedure for planning Organization's human resources requirements, and subsequently recruitment process. Finally the paper focuses very briefly on the challenges that HR managers are facing in the 21st century.

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Personnel planning, recruitment process and hr challenges in the 21st century

  1. 1. 1 © 2015 Jili'ow, Personnel Planning, Recruitment & HR Challenges in 21st Century. PERSONNEL PLANNING, RECRUITMENT PROCESS AND HR CHALLENGES IN THE 21st CENTURY. BY ALI IBRAHIM JILI'OW MBA, OUM SEPTEMBER, 2015
  2. 2. 2 © 2015 Jili'ow, Personnel Planning, Recruitment & HR Challenges in 21st Century. Introduction Personnel planning and recruitment is one of the most essential activities that human resources department engages in any organization, and in order to plan organization's human resources requirements in both short run and long run, the organizations has to makes chooses and careful selection to have the best candidates that might be an asset to the organization. However this paper highlights personal planning, the procedure for planning Organization's human resources requirements, and subsequently recruitment process. Finally the paper focuses very briefly on the challenges that HR managers are facing in the 21st century. Personnel planning The objective of human resources planning is to ascertain organization's human resources needs in the long run and short run, and that the organization has the right type of employees required with the right time, right skills and with the right numbers. Human resources planning can categorically be two forms, Short term HR planning and long term HR planning. The pupose of human resources planing is  To make sure best possible utilization employees now available in the organization  To evaluate the future skill requisite of the organization  To offer control measures to ensure that crucial resources are available as and when required  To link manpower planning with the organizational planning  To determine recruitment levels.  To anticipate redundancies  To determine optimum training levels  To provide a basis for management development programs  To cost the manpower  To assist productivity bargaining  To assess future accommodation requirement  To study the cost of overheads and value of service functions  To decide whether certain activity needs to be subcontracted
  3. 3. 3 © 2015 Jili'ow, Personnel Planning, Recruitment & HR Challenges in 21st Century. Definitions: Business Dictionary defines Human resources planning as the process that links human resources needs of an organization to its strategic plan to ensure that staffing is sufficient, qualified and competent enough to achieve organizational objectives. Human resources planning is the procedure of ensuring that the right people are in the right place, and at the right time to get done the task of the organization. More particularly, a personnel planning is a organized process for identifying and addressing the gaps between the employees of today and the human capital requirements in the future (US Department of Transportation, 2008). Steps for human resources planning The following are the essential steps for planning organization's human resources requirements; HR planning should however be line with Organizational Objectives and Strategies, the following are the key steps for planning organizations' personnel planning 1. Scan External environment for Changes affecting labor supply 2. Analyze Internal Inventory of human resources Capabilities 3. Forecasting 4. Survey of People Available 5. Human resources strategies and plans 6. Organizational Need for People A personnel planning has customarily been used by businesses to make sure that the right person is in the right job at the right time (Schuler, 1999) Modern human resource planning takes place within the broad framework of organizational and strategic business planning and it relates to forecasting the organization's expectations for human resource requirements and planning for how those needs Will be get together (Jackson, 1990) Human Resources planning affect what employers do when recruiting, selecting, and retaining people, and, of course these actions affect organizational results and success. A personnel planning is the strategic arrangement of an organization’s employees with its business direction. It is a practical process of analyzing the present workforce, identifying future labor force needs, establishing the gap between the present and the future, and implementing solutions so the organization can carry out its mission, goals, and objectives.(International Association for Management Administrators ).
  4. 4. 4 © 2015 Jili'ow, Personnel Planning, Recruitment & HR Challenges in 21st Century. Human resource planning is a tactical procedure that predicts the demand for jobs in the organization and anticipates the availability of employees (Wai, 2011). [Workforce planning is a systematic process of identifying the workforce competencies required to meet the company's strategic goals and for developing the strategies to meet these requirements] (Wai P. D., 2011) Recruitment Good staffing and selection of qualified employees continues seems to be the greatest obstacle that many organizations experiencing this generation in order to look for, attract, train potential employees in order to make the organization's mission successful. The efficient recruitment and selection of employees is a essential Human Resources Management activity, one that if managed well and might have a considerable impact on organizational performance as well as lead to a more positive organizational reflection (Pilbeam and Corbridge, 2006). According to CIPD (2006) the key recruitment channels used to attract applicants include: advertisements in local newspapers; recruitment agencies/search firms; corporate websites; specialist journals; encouraging speculative applications; employee referral schemes, and national newspaper advertisements. As Mullins (2010, p 485) notes: ‘If the HRM function is to remain effective, there must be consistently good levels of teamwork, plus ongoing co-operation and consultation between line managers and the HR manager. Definitions of recruitment Longman Dictionary of contemporary English defines recruitment: To find new people to work in a company, join an organization, do a job. Merriam Webster Dictionary defines recruitment as a. The process of recruiting b. The process of adding new individuals to a population Staffing is the process of producing a group of qualified applicants for a particular work. The firm has to broadcast the job availability to the market and catch the attention of competent candidates to apply. The Saylor Foundation defined recruitment as a process that provides the organization with a pool of qualified job candidates from which to choose.
  5. 5. 5 © 2015 Jili'ow, Personnel Planning, Recruitment & HR Challenges in 21st Century. Ray French and Sally Rumbles described Recruitment as the process of generating a pool of capable people to apply for employment to an organization. Ineffective recruitment has a number of cost implications For employers: low morale which can affect employee performance; lost business opportunities, as well as higher levels of labour turnover (Christina Evans, 2007) Recruitment process can take place in to forms internal and external, internal recruitment takes place within company, while the other form can be external, out of the organization. Types of recruiters There are three main types of recruiters 1) Executive search firm 2) Temporary recruitment or staffing firm. 3) Corporate recruiter. Thomas R. Maloney provide the following recruitment Methods a) Suggestions from Current Employees b) Word of Mouth c) Want Ads d) Government Job Services e) College Placement Offices f) Posting Job Announcements on Bulletin Boards g) Executive Search Firms h) The Internet Areas to recruit and identify labor pools Thomas R. Maloney provide the following recruitment area where pool of candidates can available 1) Immigrant workers 2) Retirees 3) High school students 4) 4, College students 5) Homemakers, 6) Part-timers 7) Unemployed or downsized workers
  6. 6. 6 © 2015 Jili'ow, Personnel Planning, Recruitment & HR Challenges in 21st Century. Recruitment Guidelines 1) Vacancy identification 2) Complete paper work to begun recruitment 3) Approval to begun recruitment 4) Submit to HR 5) Reveiw 6) Create job announcement 7) Approval of job announcement 8) Job posting 9) Application 10) Selection 11) Notification from work force planing 12) Screening 13) Interview 14) Completion of selection 15) Review of selection 16) Reference check 17) Offer of eployment 18) Appointment letter 19) Applicant notification Steps in recruitment process i. Staff Plans ii. Develop job analysis iii. Write job description iv. Job specification development v. Know laws relating to the recruitment vi. Develop recruitment plan vii. Implement recruitment plan viii. Accept application material ix. Selection process
  7. 7. 7 © 2015 Jili'ow, Personnel Planning, Recruitment & HR Challenges in 21st Century. HR Challenges in the twenty first century Managing global human resources is different from managing domestic employees; Human resources managers are constantly experiencing challenges in international human resources management that is far more complex than domestic. However the merging challenges of Hr are 1) Work force diversity, 2) Globalization 3) Advancement and changing technology 4) Legal and political environment 5) Changes in economic environment and 6) Mobility in professional personnel. Work force diversity: The ultimate success of any business relies on the ability to manage a diverse and talent work force that can bring fresh innovative ideas, perspectives and views to their work. Globalization: The theory of globalization has becoming more popular, it's about to make the world into a single village through improved transportation and technology. It means that world trade and financial markets are becoming more integrated. Growing internationalization of business has its impact on HRM in terms of problems of unfamiliar laws, languages, practices, competitions, attitudes, management styles, work ethics etc. Technology: Changing and advancement in technology has becoming an obstacles for HR managers, manual work is declining substantially due to technology, the jobs that human used to do is shifting into machines, these machines work like human being working all day without limitation. Some machines are becoming outdated while they are still working on. Legal and political: Legal and political issues becoming another issue that effect HR, Changes in political and legal environment reflects changes in legal systems political parties and the introduction of new rules and regulation due to which new laws are come and you have to follow all laws while doing business. Changes in Economic environment: Changes in Economic environment include the factors as inflation rate, buying behaviors of the consumers, their purchasing power, and availability of all the factors of production, income per capita, wages and salaries
  8. 8. 8 © 2015 Jili'ow, Personnel Planning, Recruitment & HR Challenges in 21st Century. Mobility in professional personnel: Mobility in professional personnel across the organizations is becoming another challenge that HR managers facing these days, as the person becomes specialist in a field he tends to switch into another company as his skills and competences are becoming scarce and more demanding in the organization in the environment (Mrs. Ekta Srivastava, 2012). Other barriers that expatriate may experience during their assignment abroad include cultural differences, language barriers, local customs religion and beliefs, life style, interpersonal communication, traffic and road signs, weather and climate., so before we jump into the pre- departure training programs, let us see the definition of expatriate Conclusion Al though globalization makes our planet closer than before in terms of Transportation and communication, it also makes the business world borderless by removing all business barriers. Many businesses go to the globe; products made in Beijing may sell to New York. Making business beyond your borders can sometimes be stressful and very challenging. So Human Resources managers are now facing many challenges in present business activities. However the merging challenges of Hr are as work force diversity, Globalization, Advancement and changing technology, legal and political environment, changes in economic environment and mobility in professional personnel, other new challenges may include be terrorism, kidnapping and extortion.
  9. 9. 9 © 2015 Jili'ow, Personnel Planning, Recruitment & HR Challenges in 21st Century. REFERENCES Aaronson, S. A. (2010, February). How China’s Employment Problems Became Trade Problems:China, Labour Law and the Rule of Law. Washington, Washington. Christina Evans, J. G. (2007). Effective recruitment strategies and practices:addressing skills needs and gender diversitychallenges in ITEC and related sectors. London. Http://www.saylor.org/books Huynh Ronny, J. R.-T. (2007). Expatriate Management,Selection and Training in the Expatriation Process. Hogskolan i, Jonkoping: I Jackson, R. S. (1990, Feb.). Human Resource Planning, Challenges for Industrial/Organizational Psychologists. New york, U.S.A. Joanna Adamska, K. K. (2006). How to survive as an expatriate inChina. A case study based on three companies: IKEA,. Maloney, T. R. (n.d.). Employee reccruitment and Selection: How to hire the right people.. New york, U.S.A. Mrs. Ekta Srivastava, D. N. (2012). The Emerging Challenges in HRM. International journalL of science and technology, research, 1......3. Pacific, I. R. (2006). Pre-departure training curriculm. Asian pacific decent work . Rongzhi Liu, K. K. (2006, summer). How to survive as an expatriate. Taxyo. Schuler, S. E. (1990, Feb). Challenges for Industrial/Organizational Psychologists,. New York, Schuler, S. E. (1999, February). Human Resource Planning, Challenges for Industrial/Organizational Psychologists. New York, United States. Selmer, J. (2006). Language Ability and Adjustment:Western Expatriates in China. Thunderbird International Business Review,Vol. 48(3) 347–368 , 349. US department of transportation (2008). Human Capital Management, A guide to workforce planing.
  10. 10. 10 © 2015 Jili'ow, Personnel Planning, Recruitment & HR Challenges in 21st Century. US Department of Transportation. (2008). Human Capital Management,Guide to Workforce P. Wai, P. D. (2011). Human Resources Management. Meteor Doc. Sdn. Bhd. Wai, P. D. (2011). Human Resources Management. Meteor Doc. Sdn. Bhd.Meteor Doc. Sdn. Bhd.Meteor Doc. Sdn. Bhd. Wai, P. D. (2011). Human Resorces Management. Meteor Doc. Sdn. Bhd. Yang, H.-C. K.-L. (2011). The Effects of Cross-Cultural Training on Expatriate Assignments. Intercultural Communication Studies XX: , 159. Yang, H.-C. K.-L. (2011). The Effects of Cross-Cultural Training on Expatriate Assignments.

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