Presentation on theme: "Personnel planning and recruiting"— Presentation transcript:
1 Personnel planning and recruiting Chapter 4Personnel planning and recruiting
2 Learning outcomes 1- the meaning of personnel planning 2-The steps of recruiting and selecting process3- the technique of planning and forecasting.4- internal source and succession planning5- the external source6- the need for effective recruitment ( how to measure the effectiveness of recruiting ).7- using application forms
3 1- What is the meaning of personnel planning The process of deciding the jobs which the organization needs to fill and how to fill
4 2- The steps of recruitment and selection process
5 The selection and recruitment process entails five steps Identifying jobs duties and requirementsDdeciding the jobs which the companyneeds to fill through personnel planning and forecastingBuilding pool of candidates by Using internal and external sourcesto obtain candidates
6 Using selection interview to screen out the candidates Using selection tools like application forms and teststo identify the fit candidatesUsing selection interview to screen out the candidates
7 3- the technique of personnel planning and forecasting Forecasting personnel needsForecasting the supply of inside candidatesForecasting The supply of outside candidates( demand of labour and supply of labour)then identify the gap andestablish action plan to fill the gap
9 Trend analysisMeans studying variations in the levels of employment in the firm over the last few yearsRatio analysisMeans making forecasting based on the historical ratio between two variables like sales volume and number of employees required
10 Marcov analysisIt shows the feeder positions for a key job.what is the meaning of feeder positionsthose who are may be promoted. For example a junior engineer is a feeder position for an engineer . An engineer is a feeder position for a senior engineer who might be promoted to engineering supervisor.
12 Skills inventoriesContain data on employees performance, education, training, career developmentwhether manual or computerized.These help managers determine whichemployees are available for promotion Or transfer.
17 Advantages of internal sources Ffilling open positions with inside candidates has several advantagesMmanagers know a candidates’ strengths and weakness .They are familiar with employees.
18 Ccurrent employees are more committed to the company Morale rise if employees see promotions as rewards for loyalty and competenceInside candidates require less orientation and less training
19 disadvantage of the internal source Employees who apply for jobs and don’t get them may become discontent.Time wasted interviewing inside candidates who will not be considered .
20 The external sourceIf there is not enough inside candidates to fill the jobs, managers will turn to the outsources.
21 Outside Sources of Candidates Locating Outside Candidates15327Recruiting via the Internet6College Recruiting48AdvertisingEmployment AgenciesOffshoring/Outsourcing
22 Recruiting via the Internet AdvantagesCost-effective way to publicize open jobsMore applicants are attracted over a longer periodImmediate applicant responsesOnline prescreening of applicants
23 Recruiting via the Internet DisadvantagesExcessive number of unqualified applicants.Personal information privacy concerns of applicants.Lack of relevant information.Using mandatory formatting for resumes.Difficulty in using the site.Slow feedback from employers.
31 Application formsThe application form provides four types of information
32 Application Forms Uses of Application Information Applicant’s education and experienceApplicant’s progress and growthApplicant’s stabilityApplicant’s success
33 first Managers can make judgments on substantial matters such as Education, experience and the person’s job references.
34 SecondMmanagers can draw conclusion about the applicant’s pervious progress and growth
35 thirdMmanagers can draw conclusion about the applicant’s stability based on previous work record.
36 fourthMmanagers can use the data in the application to predict which candidate will succeed on the job and which will not.
37 Applicant exaggeration Job applicants often exaggerate their qualifications, so the manager must ensure that the applicants complete the form and sign a statement on it indicating that the information is true.(not fake)And also manager can request information about each previous employer.the name of the supervisor, address and phone number. Such information is essential for reference checking