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Human Resource Planning And Staffing


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Published in: Business, Career

Human Resource Planning And Staffing

  1. 1. HUMAN RESOURCE PLANNING AND STAFFING<br />Pankaj bansal<br />27th August 2009<br />
  2. 2. Some Ground Rules first…<br />Please switch off your phones; lets help all learn <br />I am not a teacher and you are not a student; we are all learners<br />Please feel free to interrupt me in case of any doubt <br />Please participate and let us all learn<br />2<br />
  3. 3. Agenda<br />HR Planning<br />Affirmative Action<br />Measurement and improvement using Recruitment Process Outsourcing<br />3<br />
  4. 4. Energy Curve<br />4<br />Future Leaders, 5%<br />Drive Performance<br /><ul><li>Force Distribution
  5. 5. Bottom performers need to perform or exit
  6. 6. Moving up best performers faster
  7. 7. Increases Retention
  8. 8. Helps manage team structure
  9. 9. Decreases compensation cost</li></ul>Unlikely Combination<br />Leadership Engine, 10%<br />Potential<br />Performance<br />Exit, 5%<br />The solid <br />Performer, 70%<br />Borderline, 10%<br />Get no comp inc<br />
  10. 10. Maximizing Value of Compensation<br />Deferred Compensation<br />No risk, payment guaranteed<br />Becomes payable to employees on certain future dates<br />You can increase the value!<br />Example<br />You have Rs 100 to distribute to 100 people<br />Assume attrition to be 15%, hence 15 people would not collect this money, you spend Rs 85.<br />If you decide to distribute Rs 118, you will only pay Rs 100<br />Thus everyone gets 18% more than earlier!!<br />Will have positive impact on attrition<br />Add to this, a more effective Variable Compensation Plan<br />5<br />
  11. 11. Agenda<br />HR Planning<br />Affirmative Action<br />Measurement and improvement using Recruitment Process Outsourcing<br />6<br />
  12. 12. Affirmative Action<br />Proactive Approach<br />Supplementary to efforts of Govt. for giving better opportunities to SC & STs, in all levels of employment, incl. self-employment<br />J.JIrani’s report<br />Improve the opportunities for underprivileged sections<br />Constructive measures for social equity and greater inclusiveness in <br />workplace<br />business partnerships<br />capacity building<br />Working with Government, society & political system <br />To bridge the gaps relating to SCs & STs<br />Within stipulated timeframe<br />7<br />
  13. 13. What is Affirmative Action ?<br />A policy or program for giving preferences to certain (usually under-represented) groups. <br />Or<br /> A collaborative effort towards social equity and justice to the under-represented sections of society<br />8<br />
  14. 14. Overseas Perspective<br />Affirmative Action is present worldwide to support under<br />represented sections <br />‘AA’ customized to local needs & occurs mainly in<br /> Admissions in schools & universities<br /> Employment (in case of handicap & women employees)<br /> Representation in the National Assembly<br /> Qualification for Public scholarships<br /> Govt. & corporate contracts<br /> Ownership in business<br />9<br />
  15. 15. Overseas Perspective<br />10<br />
  16. 16. Overseas Perspective<br />11<br />
  17. 17. Dr. JJIrani Committee<br />12<br />
  18. 18. Dr. JJIrani Committee<br /><ul><li>Expand the pool of</li></ul>employable personnel<br /><ul><li>Coaching programmes, apprenticeship programmes, scholarships & educational support ,skill up gradation</li></ul>13<br />
  19. 19. AA: Policy Framework<br />14<br />
  20. 20. Agenda<br />HR Planning<br />Affirmative Action<br />Measurement and improvement using Recruitment Process Outsourcing<br />15<br />
  21. 21. Tenets of Staffing<br />Hiring Plan vs. Actual<br />Budgeting<br />Benchmarking<br />Source<br />Process<br />Selection<br />On-boarding<br />16<br />
  22. 22. Hiring: Plan Vs Actual<br />17<br />
  23. 23. Cost of Recruitment – Traditional vsRPO<br />Productivity & Predictability<br />Value<br />Hiring Problems<br />Time<br />Note: Assuming CTC of Rs. 10L and consultant’s cost as %age of CTC.<br />18<br />
  24. 24. Sample Benchmark<br />INFERENCE: Candidate Average salary expectations from competitor organizations is 8.61 L/a. A range of 8.5 L/a – 9 L/a can be kept as a compensation benchmark for profiles with Exp Level between 5 - 7 Years.<br />19<br />
  25. 25. Resume Sourcing<br />20<br />
  26. 26. Recruitment Team<br />RPO<br />CUSTOMER SERVICE<br />ANALYTICS CENTER<br />TRANSACTION CENTER<br />GOVERNANCE CENTER<br />RPO Model<br />Rejection <br />Database<br />_<br />_<br />Talent Sources<br />Data Entry into Central Recruitment Portal<br />Initial Screening<br />(CV / Telephonic)<br />Screening Results<br />Pre-Assessment<br />Scoring and Analysis<br />+<br />+<br />Headhunting<br />_<br />Online <br />Portals<br />Interview Line up & co-ordination<br />Line/Client Interview<br />Feedback Collation<br />HR <br />Interview<br />Interview Decision<br />Alumni<br />+<br />Ad <br />Campaigns<br />Online Offer Letter Generation<br />Confirmation Receipt, Process transferred to HR Ops<br />…<br />Trend Analysis<br />Recommendations<br />21<br />Note: The process steps shown here are representative. Actual process steps may vary across clients.<br />
  27. 27. Graphical Structure of Technical Solution<br />22<br />RPO Provider<br />Direct Interface with the line managers<br />Client<br />
  28. 28. Roles & Responsibilities & SLA’s<br />23<br />
  29. 29. Thank You !!!<br />24<br />