personnel planning, recruitment process and hr challenges in the 21st century

1 © 2015 Jili'ow, Personnel Planning, Recruitment & HR Challenges in 21st Century.

PERSONNEL PLANNING, RECRUITMENT PROCESS

AND HR CHALLENGES IN THE 21st CENTURY.

BY

ALI IBRAHIM JILI'OW

MBA, OUM

SEPTEMBER, 2015


Introduction

Personnel planning and recruitment is one of the most essential activities that human resources

department engages in any organization, and in order to plan organization's human resources

requirements in both short run and long run, the organizations has to makes chooses and careful

selection to have the best candidates that might be an asset to the organization. However this

paper highlights personal planning, the procedure for planning Organization's human resources

requirements, and subsequently recruitment process. Finally the paper focuses very briefly on the

challenges that HR managers are facing in the 21st century.

Personnel planning

The objective of human resources planning is to ascertain organization's human resources needs

in the long run and short run, and that the organization has the right type of employees required

with the right time, right skills and with the right numbers. Human resources planning can

categorically be two forms, Short term HR planning and long term HR planning.

The pupose of human resources planing is

To make sure best possible utilization employees now available in the organization

To evaluate the future skill requisite of the organization

To offer control measures to ensure that crucial resources are available as and when required

To link manpower planning with the organizational planning

To determine recruitment levels.

To anticipate redundancies

To determine optimum training levels

To provide a basis for management development programs

To cost the manpower

To assist productivity bargaining

To assess future accommodation requirement

To study the cost of overheads and value of service functions

To decide whether certain activity needs to be subcontracted


Definitions: Business Dictionary defines Human resources planning as the process that links

human resources needs of an organization to its strategic plan to ensure that staffing is sufficient,

qualified and competent enough to achieve organizational objectives.

Human resources planning is the procedure of ensuring that the right people are in the right

place, and at the right time to get done the task of the organization. More particularly, a

personnel planning is a organized process for identifying and addressing the gaps between the

employees of today and the human capital requirements in the future (US Department of

Transportation, 2008).

Steps for human resources planning

The following are the essential steps for planning organization's human resources requirements;

HR planning should however be line with Organizational Objectives and Strategies, the

following are the key steps for planning organizations' personnel planning

1. Scan External environment for Changes affecting labor supply

2. Analyze Internal Inventory of human resources Capabilities

3. Forecasting

4. Survey of People Available

5. Human resources strategies and plans

6. Organizational Need for People

A personnel planning has customarily been used by businesses to make sure that the right person

is in the right job at the right time (Schuler, 1999)

Modern human resource planning takes place within the broad framework of organizational and

strategic business planning and it relates to forecasting the organization's expectations for human

resource requirements and planning for how those needs

Will be get together (Jackson, 1990) Human Resources planning affect what employers do when

recruiting, selecting, and retaining people, and, of course these actions affect organizational

results and success.

A personnel planning is the strategic arrangement of an organization’s employees with its

business direction. It is a practical process of analyzing the present workforce, identifying future

labor force needs, establishing the gap between the present and the future, and implementing

solutions so the organization can carry out its mission, goals, and objectives.(International

Association for Management Administrators ).


Human resource planning is a tactical procedure that predicts the demand for jobs in the

organization and anticipates the availability of employees (Wai, 2011).

[Workforce planning is a systematic process of identifying the workforce competencies required

to meet the company's strategic goals and for developing the strategies to meet these

requirements] (Wai P. D., 2011)

Recruitment

Good staffing and selection of qualified employees continues seems to be the greatest obstacle

that many organizations experiencing this generation in order to look for, attract, train potential

employees in order to make the organization's mission successful.

The efficient recruitment and selection of employees is a essential Human Resources

Management activity, one that if managed well and might have a considerable impact on

organizational performance as well as lead to a more positive organizational reflection (Pilbeam

and Corbridge, 2006).

According to CIPD (2006) the key recruitment channels used to attract applicants include:

advertisements in local newspapers; recruitment agencies/search firms; corporate websites;

specialist journals; encouraging speculative applications; employee referral schemes, and

national newspaper advertisements.

As Mullins (2010, p 485) notes: ‘If the HRM function is to remain effective, there must be

consistently good levels of teamwork, plus ongoing co-operation and consultation between line

managers and the HR manager.

Definitions of recruitment

Longman Dictionary of contemporary English defines recruitment:

To find new people to work in a company, join an organization, do a job.

Merriam Webster Dictionary defines recruitment as

a. The process of recruiting

b. The process of adding new individuals to a population

Staffing is the process of producing a group of qualified applicants for a particular work. The

firm has to broadcast the job availability to the market and catch the attention of competent

candidates to apply.

The Saylor Foundation defined recruitment as a process that provides the organization with a

pool of qualified job candidates from which to choose.


Ray French and Sally Rumbles described Recruitment as the process of generating a pool of

capable people to apply for employment to an organization.

Ineffective recruitment has a number of cost implications For employers: low morale which can

affect employee performance; lost business opportunities, as well as higher levels of labour

turnover (Christina Evans, 2007)

Recruitment process can take place in to forms internal and external, internal recruitment takes

place within company, while the other form can be external, out of the organization.

Types of recruiters

There are three main types of recruiters

1) Executive search firm

2) Temporary recruitment or staffing firm.

3) Corporate recruiter.

Thomas R. Maloney provide the following recruitment Methods

a) Suggestions from Current Employees

b) Word of Mouth

c) Want Ads

d) Government Job Services

e) College Placement Offices

f) Posting Job Announcements on Bulletin Boards

g) Executive Search Firms

h) The Internet

Areas to recruit and identify labor pools

Thomas R. Maloney provide the following recruitment area where pool of candidates can

available

1) Immigrant workers

2) Retirees

3) High school students

4) 4, College students

5) Homemakers,

6) Part-timers

7) Unemployed or downsized workers


Recruitment Guidelines

1) Vacancy identification

2) Complete paper work to begun recruitment

3) Approval to begun recruitment

4) Submit to HR

5) Reveiw

6) Create job announcement

7) Approval of job announcement

8) Job posting

9) Application

10) Selection

11) Notification from work force planing

12) Screening

13) Interview

14) Completion of selection

15) Review of selection

16) Reference check

17) Offer of eployment

18) Appointment letter

19) Applicant notification

Steps in recruitment process

i. Staff Plans

ii. Develop job analysis

iii. Write job description

iv. Job specification development

v. Know laws relating to the recruitment

vi. Develop recruitment plan

vii. Implement recruitment plan

viii. Accept application material

ix. Selection process


HR Challenges in the twenty first century

Managing global human resources is different from managing domestic employees; Human

resources managers are constantly experiencing challenges in international human resources

management that is far more complex than domestic. However the merging challenges of Hr are

1) Work force diversity,

2) Globalization

3) Advancement and changing technology

4) Legal and political environment

5) Changes in economic environment and

6) Mobility in professional personnel.

Work force diversity: The ultimate success of any business relies on the ability to manage a

diverse and talent work force that can bring fresh innovative ideas, perspectives and views to

their work.

Globalization: The theory of globalization has becoming more popular, it's about to make the

world into a single village through improved transportation and technology. It means that world

trade and financial markets are becoming more integrated. Growing internationalization of

business has its impact on HRM in terms of problems of unfamiliar laws, languages, practices,

competitions, attitudes, management styles, work ethics etc.

Technology: Changing and advancement in technology has becoming an obstacles for HR

managers, manual work is declining substantially due to technology, the jobs that human used to

do is shifting into machines, these machines work like human being working all day without

limitation. Some machines are becoming outdated while they are still working on.

Legal and political: Legal and political issues becoming another issue that effect HR, Changes

in political and legal environment reflects changes in legal systems political parties and the

introduction of new rules and regulation due to which new laws are come and you have to follow

all laws while doing business.

Changes in Economic environment: Changes in Economic environment include the factors as

inflation rate, buying behaviors of the consumers, their purchasing power, and availability of all

the factors of production, income per capita, wages and salaries


Mobility in professional personnel: Mobility in professional personnel across the organizations

is becoming another challenge that HR managers facing these days, as the person becomes

specialist in a field he tends to switch into another company as his skills and competences are

becoming scarce and more demanding in the organization in the environment (Mrs. Ekta

Srivastava, 2012).

Other barriers that expatriate may experience during their assignment abroad include cultural

differences, language barriers, local customs religion and beliefs, life style, interpersonal

communication, traffic and road signs, weather and climate., so before we jump into the pre-

departure training programs, let us see the definition of expatriate

Conclusion

Al though globalization makes our planet closer than before in terms of Transportation and

communication, it also makes the business world borderless by removing all business barriers.

Many businesses go to the globe; products made in Beijing may sell to New York. Making

business beyond your borders can sometimes be stressful and very challenging. So Human

Resources managers are now facing many challenges in present business activities. However the

merging challenges of Hr are as work force diversity, Globalization, Advancement and changing

technology, legal and political environment, changes in economic environment and mobility in

professional personnel, other new challenges may include be terrorism, kidnapping and

extortion.


REFERENCES

Aaronson, S. A. (2010, February). How China’s Employment Problems Became Trade

Problems:China, Labour Law and the Rule of Law. Washington, Washington.

Christina Evans, J. G. (2007). Effective recruitment strategies and practices:addressing skills

needs and gender diversitychallenges in ITEC and related sectors. London.

Http://www.saylor.org/books

Huynh Ronny, J. R.-T. (2007). Expatriate Management,Selection and Training in the

Expatriation Process. Hogskolan i, Jonkoping: I

Jackson, R. S. (1990, Feb.). Human Resource Planning, Challenges for Industrial/Organizational

Psychologists. New york, U.S.A.

Joanna Adamska, K. K. (2006). How to survive as an expatriate inChina. A case study based on

three companies: IKEA,.

Maloney, T. R. (n.d.). Employee reccruitment and Selection: How to hire the right people.. New

york, U.S.A.

Mrs. Ekta Srivastava, D. N. (2012). The Emerging Challenges in HRM. International journalL

of science and technology, research, 1......3.

Pacific, I. R. (2006). Pre-departure training curriculm. Asian pacific decent work .

Rongzhi Liu, K. K. (2006, summer). How to survive as an expatriate. Taxyo.

Schuler, S. E. (1990, Feb). Challenges for Industrial/Organizational Psychologists,. New York,

Schuler, S. E. (1999, February). Human Resource Planning, Challenges for

Industrial/Organizational Psychologists. New York, United States.

Selmer, J. (2006). Language Ability and Adjustment:Western Expatriates in China. Thunderbird

International Business Review,Vol. 48(3) 347–368 , 349.

US department of transportation (2008). Human Capital Management, A guide to workforce

planing.


US Department of Transportation. (2008). Human Capital Management,Guide to Workforce P.

Wai, P. D. (2011). Human Resources Management. Meteor Doc. Sdn. Bhd.

Wai, P. D. (2011). Human Resources Management. Meteor Doc. Sdn. Bhd.Meteor Doc. Sdn.

Bhd.Meteor Doc. Sdn. Bhd.

Wai, P. D. (2011). Human Resorces Management. Meteor Doc. Sdn. Bhd.

Yang, H.-C. K.-L. (2011). The Effects of Cross-Cultural Training on Expatriate Assignments.

Intercultural Communication Studies XX: , 159.

Yang, H.-C. K.-L. (2011). The Effects of Cross-Cultural Training on Expatriate Assignments.