The document discusses human resource planning and recruitment. It outlines several key objectives of HR planning such as recruiting and retaining employees, assessing future needs, and making the best use of human resources. Succession planning is described as ensuring leadership continuity and developing employees to fill key roles. The HR planning process involves recruitment, which can be done internally through promotions, referrals, etc. or externally through sources like job boards, agencies, and networking. Both internal and external recruitment have advantages and disadvantages. Internal recruitment is less costly but may cause dissatisfaction, while external provides new opportunities but costs more. The recruitment and selection process is then outlined along with common internal and external sources of recruitment candidates. Factors like cost,

1. Mithilesh Trivedi

2. planning
&
recruitment
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3. Why?
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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
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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
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6. HR Planning Process
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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
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9. Recruitment and Selection Process
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10. Sources of Recruitment
1.
2.
Internal Sources
External Sources
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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.
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12. Advantages of Internal Recruitment
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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
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•
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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
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13. External Sources of
Recruitment
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14. 
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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
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16. Questions?