1. Human Resource Planning
The process by which managers ensure that
they have the right number and kinds of people
in the right places, and at the right times, who
are capable of effectively and efficiently
performing their tasks
Helps avoid sudden talent shortages and
surpluses
Steps in HR planning
Assessing current human resources
Assessing future needs for human resources
Developing a program to meet those future needs
2. Strategic Planning
The Human Resources
Planning Process
(R.Wayne Mondy & Robert M Noe)
Human Resources Planning
Forecasting Human
Resources
Requirements
Comparing
Requirements
And Availability
Demand
=
Supply
Surplus
Of
Workers
No
Action
Restricted Hiring,
Reduced hour,
Early Retirement
Forecasting
Human Resources
Availability
Shortage
Of
Workers
Recruitment
3. Current assessment
Human Resource Inventory
A review of the current make-up of the
organization’s current resource status
Job analysis
An assessment that defines a job and the
behaviors necessary to perform the job
Knowledge, skills, and abilities
Requires conducting interviews, engaging in direct
observation, and collecting the self-reports of
employees and their managers.
4. Current assessment (cont’d)
Job description
A written statement of what the job holder
does, how it is done, and why it is done
Job specification
A written statement of the minimum
qualifications that a person must possess to
perform a given job successfully
5. Recruitment and Decruitment
Recruitment
The process of locating, identifying, and attracting
capable applicants to an organization
Is the process of generating a pool of capable people
to apply for employment to an organization
Decruitment
The process of reducing a surplus of employees in
the workforce of an organization
E-recruiting
Recruitment of employees through the internet
Organizational web sites
Online recruiters
6. Selection
Selection process
The process of screening job applicants to ensure
that the most appropriate candidates are hired
Selection
An exercise in predicting which applicants, if hired,
will be ( or will not be) successful in performing well
on the criteria the organization uses to evaluate
performance
Selection errors
Reject error for potentially successful applicants
Accept errors for ultimately poor performers
7. Rekruitmen dan seleksi
Rekruitmen adalah proses mencari,
menemukan dan menarik para pelamar
atau tenaga kerja baru untuk emmenuhi
kebutuhan SDM untuk dipekerjakan dalam
suatu organisasi atau perusahaan.
Pencocokan antara keahlian pelamar
dengan kebutuhan perusahaan
8. Proses seleksi
Penerimaan lamaran
Pengisian formulir lamaran – ya/tidak
Wawancara pendahuluan – ya/ tidak
Testing psikologi
- ya/tidak
Wawancara Intensif - Ya/tidak
Pemeriksaan Referensi - Ya/ tidak
Pemeriksaan kesehatan - ya/tidak
Persetujuan unit pemakai (pengguna) – ya/tidak
Penempatan pegawai
9. Internal factors
Job analysis
Recruitment and Selection
Human Resources Planning
Staffing needs
Options internal/external
Recruitment
Pool of applicants
Selection
Job performances
External factors
10. Major sources of potential job candidates
Source
Advantages
Disadvantages
----------------------------------------------------------------------------------------------------------Internet
Reaches large number of people,
Generates many unqualified
can get immediate feedback
candidates
Employees
Knowledge about the organization
May not increase the diversity
Referrals
provided by current employee, can
and mix of employees
generate strong candidates because
a good referrals reflects of the
recommender.
Company
Wide distribution, can be targeted
Generate many unqualified
Web sites
to specific groups
candidates
College Recruiting Large centralized body of candidates Limited to entry level
positions
Professional
Good knowledge of industry
Little commitment to
Recruiting Organization challenges and requirements
organizations
11. Recruitment and Selection
Recruitment and selection are vital to the
formation of a positive psychological
contract, which provide the basic of
organization commitment and motivation
Reflecting the organization’s strategy
The function of HR practice very important
for the future growth of the organization
12. Recruitment and attraction
The main approaches to attracting applicants can be summarized as follow :
Walk-Ins
Employee referrals
Advertising
Websites
Professional associations
Educational Associations
Professional agencies
E-recruitment
Word-of-mouth
13. Type of selection devices
Application forms
Written tests
Performance simulations
Interviews
Background investigations
Physical examinations
14. Written tests
Types of tests
Intelligence : how smart are you?
Aptitude : Can you learn to do it?
Attitude : how do you feel about it?
Ability : can you do it?
Interest : do you want to do it?
Legal challenges of tests
Lack of job relatedness of test to job requirements
Discrimination in equal employment opportunity
against members of protected classes
15. Other selection approaches
Situational interviews
Interviews in which candidates are evaluated
on how well they handle role play in mock
scenarios
Background investigations
Verification of applicants data
Reference check
Physical examinations
16. Performance simulation tests
Testing an applicant’s ability to perform
actual job behaviors, use required skills,
and demonstrate specific knowledge of
the job
Work sampling
Assessment centers