Recruitment and Selection

PROCESS

HR Planning
Pre-hiring Documents

Job Analysis Selection

Test Development

Job Description Assessment Center

Screening

Recruitment Request Competency / Panel Interview

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Recruitment
Offer Letter
 HUMAN RESOURCE
MANAGEMENT

BUSINESS OBJECTIVES

HR PLANNING

JOB ANALYSIS

JOB DESCRIPTION JOB SPECIFICATION

RECRUITMENT
HR PLANNING
 HR Planning

“process by which an organization ensures that it has

the right number & kind of people at the right place
and at the right time, capable of effectively and
efficiently completing those tasks that help the
organization achieve its overall objectives”.
 Examples of Organizational Goals

 - To increase company profits by 10% in the next fiscal

year (profitability)

 - To close 25 retail outlets in the next four years

(downsizing)

 - To bottle 10% more diet in the next year (production)

 - To guarantee one-day delivery of all first-class mail

within the province by 2016 (service level)

4.4
 STRATEGIC RECRUITING
DECISIONS
 How Many Employees Needed
HR PLANNING  When Needed
DECISIONS  KSAs Needed
 Special Qualifications

 Where to Recruit: Internal/External

STRATEGIC  Who to Recruit: Flexible Staffing
RECRUITING Options
DECISIONS  Nature of Job Requirements

DECISIONS ON
RECRUITING  Advertising Choices
SOURCES/METHODS  Recruiting Activities
Human Resource Planning

4.6
Importance
1) Each Organization needs personnel with necessary
qualifications, skills, knowledge, experience & aptitude .

2) Need for Replacement of Personnel

3) Meet manpower shortages due to labor turnover

4) Meet needs of expansion / downsizing programs

5) Cater to Future Personnel Needs - Avoid surplus or deficiency of

labor.

75% of organizations are overstaffed. Redeployment of staff to other units.

 Strategic HR planning process

The strategic HR planning process has four steps:

•Assessing the current HR capacity

•Forecasting HR requirements

•Gap analysis

•Developing HR strategies to support organizational strategies

 Strategic HR planning process

Assessing current HR capacity

The knowledge, skills and abilities of your current staff need to be

identified. This can be done by developing a skills inventory for each
employee.

- Skills Inventory
- Education and Knowledge
- Employee's Performance Assessment Form
 Strategic HR planning process

Forecasting HR requirements

Realistic forecasting of human resources involves estimating both demand

and supply.

• What jobs will need to be filled?

• How many staff will be required to achieve the strategic goals of the
organization?
• What skill sets will people need?

To determine external impacts,

• What changes are occurring in the Pakistani labour market?

• How does the current economy affect our work and our ability to attract new
employees?
Strategic HR planning process

Gap Analysis

The gap analysis includes identifying the number of staff and the skills and
abilities required in the future in comparison to the current situation.

• Do our present employees have the required skills?

• Are employees currently in positions that use their strengths?
• Do we have enough managers/supervisors?
• Are current HR management practices adequate for future needs?
• What new skills will be required?
 Strategic HR planning process

Developing HR strategies to support organizational strategies

There are four HR strategies for meeting your organization's needs in the
future:

• Restructuring strategies
• Training and development strategies
• Recruitment strategies
• Outsourcing strategies
The Human Resource Planning Process

4.5