2. An overview
Human Resource planning
Recruitment, Sources of Recruitment,
Selection: process,
Concept of socialization/induction,
performance appraisal , Training
2
3. Total knowledge, talents, abilities of an
organization’s workforce
as well as
values, attitudes and belief of the individual
involved.
3
4. Function performed in org. that facilitates the
most effective use of employee
to achieve organizational and individual goal.
4
5. Acc. To McFarland: Staffing is the function by
which managers build an organization
through the recruitment, selection and
development of individuals as capable
employees
5
6. Process by which org. ensures that it has
right nu. Of people & type of people at the
right place, on right time who are capable of
performing task effectively & efficiently.
Forecasting future requirement and supply of
manpower
6
7. 1. Org. plans and obj.
2. Identifying future HR requirement
3. compare with current HR inventory
4. Developing an action plan
Remove if its more
than required
i.e., retrenchment
lay-offs
outplacement
leave without pay
loaning
VRS
Recruit , if its less than
required
Recruitment:
7
8. 1. Forecasting manpower requirements
- How many and which type of people will be
required or not
- Why requirement of manpower?
- expansion of unit, retirement of existing
employees, capacity/performance of
employee
- Ex. 20 more salespeople will be required
next year
HRM
9. 2. Preparing manpower inventory
- Man power audit
- Analysis and assessment of current HR
- To know size and quality of present HR
inventory
- Indicates unutilized talent
HRM
10. 3. Identifying manpower gaps
HRM
Remove if its more than
required
i.e.,
1. Retrenchment(cost-
cutting)
2. Lay-offs(termination)
3. Outplacement
4. Leave without pay
5. VRS
6. Loaning (temporary
retirement)
Recruit , if present
employees are less than
required in future
Recruitment:
11. 4. Developing an action plan
Appropriate and detailed policies,
programmes and strategies for recruitment,
selection, training, promotion, retirement etc
are prepared
HRM
