1. PERSONNEL PLANNING AND RECRUITING
LECTURE 4

2. RECRUITMENT & SELECTION PROCESS
Decide which positions to fill.
Build a pool of candidates for these jobs.
Have candidates complete application forms.
Use selection tools.
Decide who to make an offer to.

3. WORKFORCE PLANNING AND FORECASTING
Workforce (or employment/personnel) planning is the process of deciding what positions the firm will have to fill and how to fill them.
Personnel plans require some forecasts or estimates.
The basic workforce planning process is to forecast the employer’s demand for labour and supply of labour.

4. PERSONNEL PLANS Forecasts or estimates of 3 things: Personnel Needs
The supply of inside candidates
The supply of outside candidates

5. FORCASTING PERSONNEL NEEDS
FORECASTING TOOLS
TREND ANALYSIS
RATIO ANALYSIS
SCATTER PLOTTING

6. TREND ANALYSIS
Trend analysis- Study of a firm’s past employment needs over a period of years to predict future needs.

7. RATIO ANALYSIS
A forecasting technique for determining future staff needs by using ratios between-
some causal factor (such as sales volume)
the number of employees required (such as number of sales people)

8. SCATTER PLOT
Scatter plot- A graphical method used to help identify the relationship between two variables.
Example- sales and your company’s staffing levels.

9. FORECASTING THE SUPPLY OF INTERNAL CANDIDATES
Qualification Inventories
Manual Systems and Replacement Charts
Computerised Skills Inventories

10. QUALIFICATIONS OR SKILLS INVENTORIES
Manual or computerised records listing employees’ education, career and development interests, languages, special skills, and so on, to be used in selecting inside candidates for promotion.

11. MANUAL SYSTEMS OR REPLACEMENT CHARTS
Company records showing present performance and promotability of inside candidates for the most important positions.

12. COMPUTERISED SKILLS INVENTORIES
Larger firms use various packaged software systems to track the qualifications of their employees.
These programs help management anticipate HR shortages, and facilitate employment recruitment and training plans.
Example- Survey Analytics’s Skills Inventory Software.

13. INTERNAL SOURCES OF CANDIDATES
JOB POSTING
REHIRING FORMAL EMPLOYEES
HIRING FROM WITHIN
SUCCESSION PLANNING (HRIS)

14. SUCCESSION PLANNING
The ongoing process of systematically identifying, assessing, and developing organisational leadership to enhance performance.

15. SUCCESSION PLANNING 3 steps of succession planning: Identify key needs
Develop inside candidates
Assess and choose

16. INTERNAL SOURCES OF CANDIDATES
ADVANTAGES
1. Knowing candidate’s strengths and weaknesses.
2. More committed to the company.
3. Rise in morale.
4. Less orientation and training.
DISADVANTAGES
1. Employees may become discontented.
2. Internal recruitment can often waste time.
3. Inbreeding can be potential drawback.

17. OUTSIDE SOURCES OF CANDIDATES
Recruiting via the internet
Websites
Apps
Facebook
LinkedIn
Other recruitment practices
Texting
Virtual job fairs

18. OUTSIDE SOURCES OF CANDIDATES
ADVANTAGES
Quick responses for a long time
Less cost
DISADVANTAGES
Might exclude disproportionate number of older applicants.
Internet overload.

19. EMPLOYMENT AGENCIES PRIVATE AGENCIES
Important sources of clerical, white-collar, and managerial personnel.
They charge fees for each applicants they place.
WHY USE AN AGENCY?
The firm doesn't have its own HR department.
Must fill a job quickly.
Need to attract more minority or female applicants.
Need to reach currently employed individuals, who might feel more comfortable dealing with agencies than with competing companies.
Reduce the time devoted to recruiting.

20. OFFSHORING/OUTSOURCING JOBS
Having outside vendors supply services that the company's own employees previously did in- house.
OFFSHORING
Having outside vendors or employees abroad supply services that the company’s own employees previously did in-house.

21. RECRUITING A MORE DIVERSE WORKFORCE
Women and minorities
The disabled
Older workers
Single parents

22. DEVELOPING AND USING APPLICATION FORMS
Uses of application information
Applicant’s education and experience
Applicant’s progress and growth
Applicant’s employment stability
Applicant’s likelihood of success