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Planning & recruitment for HRM


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Planning & recruitment for HRM

  1. 1. Mithilesh Trivedi
  2. 2. planning & recruitment 2
  3. 3. Why? 3
  4. 4. Objectives • Recruit and Retain • Foresee employee turnover • Meet the needs of expansions, diversification , etc • Impact of technology on work, employees and future human resources requirement • Improve standards, skill, knowledge, ability, discipline, etc. • Assess the surplus or shortage of human resources • Provide human resources of right kind, right number in right time and right place • Make the best use of human resources • Estimate the cost of human resources 4
  5. 5. Succession Planning  A deliberate and systematic effort by an organization to ensure leadership continuity in key positions, retain and develop intellectual and knowledge capital for the future, and encourage individual advancement  Ensures that employees are recruited and/or developed to fill each key role  Ensures that we operate effectively when individuals occupying critical positions depart  May be used for managerial positions or unique or hard-to fill roles  Align bench strength for replacing critical positions 5
  6. 6. HR Planning Process 6
  7. 7. 7
  8. 8.  Recruitment is the process of finding and hiring suitable candidates ( from within internal or external of an organization ) to fill the positions  The process involves searching, sourcing and selecting right candidates for the roles to the organization 8
  9. 9. Recruitment and Selection Process 9
  10. 10. Sources of Recruitment 1. 2. Internal Sources External Sources 10
  11. 11. Sources of Internal Recruitment Internal Advertisements ( emails, newsletters, forms ) Word of Mouth Promotions Internal Employee Referrals Retired Employees for temporary or contract positions. Present temporary/contract employees to permanent positions Former employees for part time/freelancer/work at home. 11
  12. 12. Advantages of Internal Recruitment • • • • • • No cost and less time consuming No need of training Builds strong relationship with employees Motivates others of hard work to get high positions Easy to pick best talents within an organization very quickly Long stay with the company when promoted to high position Disadvantages of Internal Recruitment • • • • The positions of the persons who is promoted will be vacant There may be partiality in promoting employees No new opportunities for external candidates Dissatisfied employees may quit if his co-worker is promoted to high positions 12
  13. 13. External Sources of Recruitment 13
  14. 14.      • • • • • Cost to hire is high External process is more time consuming as compared to internal process Sourcing quality candidates becomes difficult for the companies Internal recruiters lack headhunting skills ( Less references & networks ) They may have to approach Recruitment agencies to hire the people 14
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  16. 16. Questions?