The document outlines the human resources planning (HRP) and recruitment process, emphasizing its importance in aligning human resource needs with organizational goals. HRP aids in forecasting future manpower requirements, managing changes, and developing employee skills, while the recruitment process involves searching for candidates, evaluating them, and making informed hiring decisions. Additionally, it discusses the placement of candidates in specific roles to match job requirements with qualifications.

1. HRP
and
Recruitment and Selection
Process
By Aishwarya Kalbandhe

2. • Human resources planning is aprocess that identifies current and
future human resources needs for an organization to achieve its
goals. Human resources planning should serve asa link
between human resources management and the overall
strategic plan of anorganization
• HRPis the processof forecasting afirm’s future demand for, and
supply of the right type of people in the right number.
• HRPis asub-system in the total organizationalplanning
• HRPis variously called manpower planning, personnel planning or
employment planning
Meaning of HRP
HRM
2

3. Objectives of HRP
HRM
3
• Recruit, retain & minimize the turnover of human resources
• Foresee the impact of technology &improve standards
• Anticipate the impact of technology on jobs and HR
• Determine the level of recruitmentand training
• Estimate the cost of HRand housing needs of employees
• Meet the needs of expansion and diversificationprogrammes

4. Benefits of HRP
HRM
4
• Checksthe corporate plan of theorganization
• Facilitates in selecting the right person at the right time for the right
job.
• Provides scopefor advancement and development of employees
through training , development,etc.
• Helps to anticipate cost of salary andwages
• Provides inputs for recruitment and selectionprocess
• Helps in expansion and diversification of thecompany

5. Importance of HRP
HRM
5
• Future Manpower Needs: It means, human resource planningis regarded
asatool to assurethe future availability of manpower to carry on the
organizational activities.
• Coping with Change: It helps assessthe current human resourcesand
adapts it tochanging technological, political, socio-cultural,
and economicforces.
• Development of Human Resources: Training and Developmentcampaigns
to impart the required skill and ability in employees.
• Proper Utilization of Human Resources: Assessingand recruitingskilled
human resource.
• Uncertainty Reduction: Managing unexpected changesorsudden
changes.

6. Processof HRP
HRM
6

7. Meaning of Recruitment
HRM
7
• According to Edwin B.Flippo, “It is aprocess of
searching for prospective employees and stimulating
and encouraging them to apply for jobs in an
organization.”
• Hesays,“Recruitment is often termed positive in
that it stimulates people to apply for jobs, to increase
the hiring ratio, i.e. the number of applicants for a
job. Selection, on the other hand, tends to be
negative becauseit rejects agood number of those
who apply, leaving only the best to behired.”

8. Sourcesof Recruitment
HRM
8

9. Selection - Introduction
HRM
9
• “Selection is the process of differentiating between applicants
in order to identify and hire those with a greater likelihood of
successin ajob”
• Selection test are only part of the selection process
• Theprospect may be askedto complete an application form,
provide aresume and attend at least oneinterview.
• Theselection process and the information provided by the
prospect tell the employer something about the candidate and
helps them to choose the most appropriate candidate for the
vacancy.

10. Processof Selection
HRM
10
• Preliminary Interview
• Selection Tests
• Employment Interview
• Reference and BackgroundAnalysis
• PhysicalExamination
• JobOffer
• Employment Contract

11. 1. Preliminary Interview:
The purpose of this interview is to
scrutinize the applicants, i.e. elimination of
unqualified applications.
2. Selection Tests:
Different types of selection tests may be
administrated, depending on the job and the
company. Generally tests are used to determine
the applicant’s ability, aptitude, and personality.

12. 3. Employment Interview:
The next step in the selection process is
employment interview, an interview is conducted
at the beginning, and at the selection process of
the employment interview can be one- to-one
interview or panel interview.
4. Reference and Background Checks:
Many employers request names,
address, telephone numbers or references for the
purpose to verify information and gaining
additional background information of an
applicant.

13.  5. Physical Examinations:
 After selection decision and before the
 job offer is made, the candidate is required to
 undergo a physical fitness test. A job offer is
 often; contingent upon the candidate being
 declared fit after the physical examinations.

14. 6. Job Offer:
The next step in selection process is job offer. Job offer is
made
through a letter of appointment. Such a letter generally
contains a date by which
the appointee must report on duty
7. Contract Of Employment:
Basic information is written in Contract of employment
that varies
according to the levels of job. After the offer and
acceptance of the job certain
document is the attestation form.

15. Placement - Meaning
HRM
15
• Placement is aprocess of assigning aspecific
job to eachof theselected candidates.
– It involves assigning aspecific rank and
responsibility to anindividual.
– It implies matching the requirements of ajobwith
the qualifications of thecandidates

16. • Matching the job description with aresume is amajorchallenge
• Candidates need to be accessedin every criteria like technical
knowledge, aptitude, attitude, soft skills, communication, etc.,due
to which reason sometimes there are not enough candidates tofill
the availablevacancies.
• Tofill the job with people who have at least the minimum required
qualifications people should be placed on the job that will make the
best possible useof their talents, given available job or HR
constraints.
• Thedependent jobs may be sequential or pooled. Insequential
jobs, the activities of the one employee are dependent on the
activities of the fellowemployee.
Problems involved in Placements
HRM
16

17. References
HRM
17
Book
Human ResourcesManagement by Smita Kavatekar
Web Resources
What is HumanResource?
http://www.whatishumanresource.com/objective-and-benefits-of-hrp
YourArticle Library
http://www.yourarticlelibrary.com/human-resources/steps-in-human-resource-planning-explained-with-diagram/32358/
http://www.yourarticlelibrary.com/recruitment/sources-of-recruitment-of-employees-internal-and-external-sources-
recruitment/25954/
HR Wale
http://www.hrwale.com/recruitment/88-2/
Recruitment Blog
http://imrecruitmentblog.weebly.com/sources-of-recruitment.html

18. THANK YOU!