hrp & recruitment
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Human Resource Planning &
Recruitment
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Division of Chapters
Current Chapter
Personnel Planning & Recruiting Techniques
Chapter 6
Selection techniques, tests, background checks
and physical exams
Chapter 7
Interviewing
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Concepts to be Discussed
HRPPlanning & Forecasting
Tools for projecting personnel needs
Choice of Internal or External Candidates
Recruitment
Issues in Recruitment
Measuring Recruitment Effectiveness
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Planning & Forecasting
Personnel Planning Once JD & JS is made, the next step is filling positions
Hence, Personnel Planning or HRP But what is HRP?
It is a process of deciding what positions the firm will have to fill
This should flow out of strategic plans
Big QtPosition filling through Internal or External Candidates
Some important factors in forecasting personnel needs Changes in Strategy
Mergers & Acquisitions
Revenue forecasts
Projected turnover
Upgrade & downgrading products Technological changes
Departmental financial resources
Etc..
HRP & Succession Planning?
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Indian Banking IndustryShort on Manpower Planning
For next 10 years Indian Banks will require 1 million people to keep theirbranches running
In year 2013-149 Chairmen & MDs are retiring
Govt has relaxed norms for recruiting executive directorsEarlier 2 yearsof tenure; now 6 months are enough.
In next 4 years : 80% of General Managers
67% of Deputy General Managers
58% of Assistant General Managers 44% of Chief Managers
Will retire
Employee cost at PSB is 150 times of Pvt Sector
Factors keeping PSB at disadvantage are : Compensation Package
Skill Set Skewed Age Profile
Restrictive Deployment
PMS
Most Banks rely on B-Schools to recruit fresh talent
Khandelwal Committee & Alok Nigam Committee2/26/2014 HRM 5
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Steel IndustryLacking Sufficient Leaders
Chandra Shekhar Verma Chairman SAIL
Chairman & MD NMDC
SAIL & NMDC Both are governed by Steel Ministry
SAIL Primarily Steel Producer
Also has iron ore mines(2ndLargest in India)
NMDC Iron Ore Producer (Largest in India)
Also thinking of starting Steel Plants
Can there be one Chairman & MD for Both?
Think of Aviation Industry Air India & AAI
Airport Regulator
Steel Industry Pricing Fixing
No Regulator, only Ministry2/26/2014 HRM 6
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Personnel Plans - Steps
3 steps :
Personnel Needs
Supply of Inside Candidate
Supply of Outside Candidates
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Forecasting Personnel Needs - Tools
Trend Analysis Study of firms past employment needs over a period of years to
predict future needs Variants : Sub-group based, Yearly or Half-yearly etcetc..
Ratio Analysis Forecasting future staffing needs based on historical ratios
Issue of Causality
Ex : Salesman & Sales volume Scatter Plot
Graphical method to identify relationship between 2 variables
Ex : Business growth & Staffing level
Linear Regression
Multiple Regression Computerized Forecast
Where to use? Big Organizations
Organizations in Dynamic Environment
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Forecasting Supply of Candidates :-
Inside & Outside
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Forecasting Supply of Inside Candidates
Main tasks over here:
Which current employees are eligible for posts?
Hence, Qualification Inventories!
Charts in Organization
Personnel Replacement Chart
Position Replacement Chart
Computerized Information System
SAP, PeopleSoft
Matters of Privacy
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Forecasting Supply of Outside Candidates
Factors affecting supply of outside candidates
Willingness to join
Ability to pay
Qualification/Geography
Receptionist
Faculty
Director
Unemployment rates Demand/Supply
Etc..
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Winners of Golden Peacock Hr Excellence Award 2012
Name of the company Sector
Tata Motors Ltd Jamshedpur Automobile
Central Bank of India Mumbai Banking
Infosys BPO Bangalore
Mahindra & Mahindra Financial Service
ltd, Mumbai
Financial Services
Bangalore traffic Police Govt
Birla Sun life Company Pvt Ltd Mumbai Insurance
CMC Ltd New Delhi IT/ITESReliance Industries Jamnagar Oil & Gas
SAIL Bokaro Steel
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http://comics.com/working_it_out/2010-11-11/http://comics.com/working_it_out/2010-11-11/ -
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Recruitment
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What is Recruitment?
Employee Recruitment It is finding and attracting applicants for the
employers open positions
Generating pool of candidates for the job
How you will attract job candidates? Whatmeans you will use to attract job candidates? Job Posting or Job Advertising
It is an act of informing potential recruits about jobopenings
Before you go for Job Posting what needs to be
clear at your end? Requirements of Job and kind of person required for
job (Job AnalysisJD & JS)
RJP
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Realistic Job Preview
Traditional Preview
Sets Initial Job Expectations too high
Job is typically viewed as attractive,
stimulating, and challenging
High rate of acceptance of job offers
Work experience disconfirms
expectations
Dissatisfaction and realization that jobis not matched to needs
Low job survival, dissatisfaction,
frequent thoughts of quitting
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Realistic preview
Sets Job Expectation realistically
Job may or may not be attractive,
depending on individuals need
Some accept, some reject the offer
Work experience conforms expectation
Satisfaction; needs matched to job
High job survival, satisfaction, infrequent
thoughts of quitting
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What factors will affect Recruitment
Process?
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Factors affecting Recruitment Process?
External Factors
Government / Union Restrictions
Reservations, Quotas, Age Limits, Type of Workers, Etc.
Labor Market Conditions
Unemployment Rate
Composition of Labor Force
Diversity Issues & Compliance
Location of Organization
Urban, Rural, Semi-Urban,..Etc..
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Factors affecting Recruitment?
Internal Factors : Orgsview about Recruiting?
Organizations Policies & Practices Promotion from within
Nepotism
Diversity Consciousness
Organizations Image Potential Employees view of Recruiting
Preference of Recruits
Geographic Preferences
Salary
Status (Education Base)
Choice of occupation
Choice of Organization in that Occupation
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Methods of Recruiting Candidates
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Recruiting Internal Candidates
Finding internal candidates Job posting
Succession planning
Talent management
Rehiring
Internal Sources : Pros Knowledge about candidates strengths & weaknesses
Will lead to more commitment
Morale increase
Will require less orientation Cons
May not be selected & hence demoralized
Inbreeding
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Recruiting Outside Candidates
Internet
Employment agencies Government employment exchange
Private agencies
Temp agencies
Executive recruiters
On demand recruiting services
College recruiting
Referrals & Walk-ins
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Recruitment Ad
Help Wanted
Telephone Sales
Women, age 25-40, needed for telephone sales.
Must have high school diploma and good creditrating. Call Mr Smith at Acme Manufacturing
Co.Inc., 555-3333
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Recruitment Ad
Help Wanted
Telephone Sales
Women, age 25-40, needed for telephone sales.
Must have high school diploma and good creditrating. Call Mr Smith at Acme Manufacturing
Co.Inc., 555-3333
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Recruitment Ad
Help Wanted : Telephone Sales
Women(Not a bonafide occupationalqualification),
age 25-40(is age requirement a business
necessity? If not than you are subject to bias suit),
needed for telephone sales.
Must have high school diploma(is it necessary for
successful job performance? Can you prove it?)
and good credit rating(is the persons credit ratingimportant for telephone sales? Think). Call Mr
Smith at Acme Manufacturing Co.Inc., 555-3333
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Assignment
Construct a Recruitment Ad
For a Managerial Position
For Best Employer to work for
Groups : IBE
Deadline : 30/1/13 till 5 PM
Mode of Submission PPT
Through E-mailprakash@skips.in
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Off-Shoring/Outsourcing Recruitment
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Off-Shoring/Outsourcing Recruitment
Issues : Instability in Country
Cultural Misunderstandings
Security &Privacy Concerns Credit or Debit Card Number
Foreign Contract, Liability & Legal Systems
Dealing with Contractual Agencies Requirement of Specialized Training
Recruiting a Diverse Workforce Single parents
Movie Suggestion : Erin Brokovich
Older Workers
Recruiting minorities and women
Differently-abled
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Measuring Recruiting Effectiveness
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Measuring Recruiting Effectiveness
What to measure?
How many applicants did we generate through
each recruitment sources?
Quality of candidates also
How to measure?
Assess applicants from each source on various
parameters!
Recruitment yield pyramid
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Recruitment Yield Pyramid
Ratios :
Lead generation : Invitation
Invited candidates : Interviewed Candidates
Interviewed Candidates : Offers Made
Offer Made : Actual Hires
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New
Hires
Offers Made
Candidates Interviewed
Candidates Invited
Leads Generated
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Cost-Benefit Analysis of Recruitment
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Cost Benefit Analysis : Recruitment
The formula :
QH = (PR+HP+HR)/N
QHQuality of recruits Hired
PRAverage Job Performance Rating
HP - % of new hirees promoted within a year
HR - % of new hirees retained within a year NNumber of indicators used
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So, What all goes in process of
Recruitment?
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What all goes in process of recruitment?
Identifying position Generating JD & JS
Constructing an ad
Choosing the media Deciding on recruitment agencies
Filling the position
Getting the person on board
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10 Best Jobs in 2012CNBC.com
10. Mathematician - $99,191
9. Computer System Analyst$78,1488. Online Advertising Manager - $87,255
7. Occupational therapist - $72,110(New)
6. Audiologist - $67,1375. Financial Planner - $1,04,167
4. Dental Hygienist - $68,109
3. HR Manager(Surprise) - $99,102(New)2. Actuary - $88,202
1. Software Engineer - $88142
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Worlds greatest jobs
Bike Ride Photographer for Google Maps
Director of Fun at the museum
Game Tester
Candy tester
Wine tester & Blogger
Resort waterslide tester
Luxury bed tester Paradise Island Care taker
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Concepts that were discussed
HRPPlanning & Forecasting
Tools for projecting personnel needs Trend Analysis
Ratio Analysis
Scatter Plot
Choice of Internal or External Candidates
Recruitment What is recruitment?
Factors affecting recruitment?
Methods of recruitment
RJPs Measuring Recruitment Effectiveness
Recruitment Yield Pyramid
Cost Benefit Analysis of Recruitment
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Know your Law
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The Maternity Benefit Act, 1961
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Maternity Benefit Act, 1961
Object of Act
To protect the dignity of motherhood by providing
for the full and healthy maintenance of woman
and her child when she is not working
Applicability of Act
It applies to every establishment, being factory,
mine or plantation in which 10 or more peoplewere employed in previous 12 months
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Conditions for Eligibility of Benefits
Conditions for eligibility of benefits Women, whether married or unmarried, are eligible
for maternity benefits when she is expecting a child
She should have worked for her employer for at least80 days in last 12 months
Display of Act
Employer must display Maternity Benefit Act, 1961 in
local languages for employees Failure to display will lead to imprisonment extending
upto 1 year or fine
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Conditions for Claiming Benefits
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Conditions for claiming benefits: 10 weeks before the date of her expected delivery, she
may ask for lighter workload. At this stage certificate ofpregnancy must be produced
Written notice to employer 7 weeks before expected dateof delivery that she will be absent from work (6 weeksbefore & 6 weeks after)
She should mention name of person to whom paymentwill be made on her behalf
Payment for 6 weeks before delivery should be givenbefore hand
Payment of 6 weeks after delivery should be given within48 hours. Proof of child birth need to given at this stage
She will be given 2 nursing breaks (15 mts each) to nursethe child, till the child is 15 months old
Her employer cannot discharge her or change herconditions of service while she is on maternity leave
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Cash Benefits
Cash Benefits
Leave with average pay for 6 weeks before thedelivery
Leave with average pay for 6 weeks after thedelivery
Medical bonus of 25 Rs, if employer does notprovide free medical care to women
Additional leave with pay up to 1 month in case ofillness, miscarriage or premature birth due to
pregnancy In case of Miscarriage, 6 weeks leave with average
pay from the date of miscarriage
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Non Cash Benefits/Privileges
Light work for 10 weeks before the date of
delivery, if she asks for it 2 nursing breaks until child is 15 months old
No Dismissal or Discharge while she is onmaternity leave
No changes in conditions of work while onmaternity leave
Pregnant women discharge or dismissed may still
claim maternity benefit from the employer Exception
Women dismissed for gross misconduct lose theirright under the act for Maternity Benefit
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Forfeiture of Maternity Benefit
If women works in establishment during her
leave period than she shall forfeit her claim to
the maternity benefit for such period
Penalty
If employer fails to pay any amount or
Discharges and dismisses women employee
Jail3 months to 1 year
Fine2000 Rs to 5000 Rs
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Thanks
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