HR Planning and RecruitmentChapter 4

The process of reviewing human resources requirements to ensure that the organization has the required number of employees, with the necessary skills, to meet its goals.

1. Forecasting demand for labour2. Analyzing labour supply3. Planning and implementing HR programs

to balance supply and demand.

Pg 97 the planning model

When labour demand exceeds labour supply When labour supply exceeds labour demand When labour demand equals labour supply

Scheduling overtime hours Hiring temporary workers Subcontracting External recruitment Internal promotions and transfer

Performance management, and training and career development play a critical role.

Hiring freeze; reassigning current workers to job openings

Attrition Incentives to leave Job sharing Reducing positions to part-time Employee layoffs

Vacancies are filled internally through transfers or promotions, or externally by hiring new employees.

Performance management, training and career development are critical in achieving balance.

Monitoring; economic conditions; market and competitive trends; government and legislative issues; social issues (healthcare, childcare, and educational priorities); technological changes and demographic trends.

Future human resource needs (demands) Availability of internal and external

candidates (supply) Planning and implement HR programs to

balance supply and demand

Trend Analysis

Ration anaylsis

Nominal Group Technique Delphi Technique

Staffing tables are used depict short-term staffing needs.

Internal - Present employees External – people in the labour market not

currently working for the organization. ◦ Those employed elsewhere◦ Those unemployed

Skills inventories Management inventories Replacement charts Replacement summaries Succession planning

Rate of employment National labour market significant trends

that impact. Local labour markets Specific occupations

Pg 107

Advertising◦ How◦ When◦ Where

Recruiting without advertising◦ How ◦ When◦ Where

Head-hunters Recruiters Sales

Pros Cons

On-line Newspaper Agencies and associations

Tracking◦ Scoring matrix

Fairness

Email interview questions

Designing the interview questions Scoring candidate answers Panels, one on one, mass group interviews

Make sure it is a BFOR Make sure the test aligns perfectly with the

job applying for. Make sure personality tests are valid and

reliable

What to ask What references might say Scoring the reference answers

Letter Vacation Remuneration Benefits Hours of work Meeting the supervisor

Orientation