BUSI 303 - HUMAN RESOURCE PLANNING PROCESS OR HR PLANNING STEPS

HUMAN RESOURCE PLANNING PROCESS OR HR PLANNING STEPS

Human resource planning is the process by which a corporation plans for

future economic and environmental factors. Human resource planning

determines the number of people needed in the future. It makes an effort

to offer the necessary workforce to carry out organizational functions. HR

planning is a continuous process that begins with the establishment of HR

goals and progresses through the analysis of personnel resources to the

evaluation of HR planning. The primary phases in human resource

planning are as follows:

as opportunities and threats on the other. It also comprises a complete job

analysis and an inventory of the personnel and abilities presently

accessible inside the firm.

2.HR forecasting is the practice of predicting the demand for and supply of

HR in an organization. Demand forecasting is the practice of predicting

future HR requirements in terms of quantity and quality. It is done to fulfill

the organization's future people needs in order to attain the targeted level

of productivity. Future human resource requirements may be forecasted

using the organization's present human resource status as well as a

review of organizational goals and processes. For each important level and

enrichment are examples of internal sources, while external sources

include the recruitment of new people who are capable of functioning

effectively in the company.

4.Another phase in human resource planning is matching demand and

supply. It is focused with forecasting future HR demand and supply. The

matching process refers to putting demand and supply into an equilibrium

position so that shortages and overstaffing may be resolved. In the event

of a shortage, a company must recruit an additional number of personnel.

In the situation of overstaffing, the amount of current employment must

be reduced. As a result, it is argued that this matching procedure provides

5.Action Plan: This is the last stage of human resource planning and is

control and assessment to ensure that HR planning aligns with HR goals

and policies. This action plan should be revised as time and situations

EMPLOYMENT

Recruitment Concept and Meaning

The process of discovering and preparing prospective applicants to fill out

an application form is known as recruitment. It is the first stage of the

hiring process. Recruitment motivates prospective applicants to complete

an application form for employment. After determining the demand and

supply of human resources in a business, the HR manager moves on to

the identification of human resource sources, often known as recruiting.

qualified candidates for employment. As a result, the recruiting process

theoretically concludes with the receipt of applications. It is seen favorably

since it draws a big number of eligible candidates who will accept the job

if it is provided.

It is stated that recruiting is the process of seeking and acquiring

candidates for certain positions to be filled. It defines HR needs by

creating a pool of applicants for organizational openings. It detects many

sources of labor.

The following are discovered throughout the recruitment process:

1.The recruitment process finds many sources of labor supply.

4.Prospective individuals are invited to apply throughout the recruitment

individuals to apply for a vacant position in a business. It necessitates the

following stages:

1.Identifying the HR Requirement: The first stage in recruiting is to

analyze the need for human resources in a business to carry out the

mission, aims, and objectives of the firm. This stage identifies the amount

and types of individuals necessary for organizational performance. It is

possible to do so using the information collected from HR planning and job

analysis. This gives information on present human resource availability

and forecasts future HR requirements for corporate operations. A thorough

draft is created under it that specifies the tasks, responsibilities, working

circumstances, and skill needs to complete the assignment.

such as job agencies, advertisements, casual callers, referrals, educational

institutions, and so on. This phase of recruiting identifies the appropriate

technique of recruitment in addition to the likely sources. The sources and

procedures are chosen in such a manner that they deliver the greatest

and most qualified human resources at the lowest possible cost.

3.Communicating The Information: During this stage of the recruiting

process, possible applicants are told about the vacancy notice. Under it,

information about the job requirements is passed on to potential

candidates about the job and the needed number of workers to be hired.

This information is disseminated via various media or via the

which to choose. Following recruiting, the selection process occurs, in

which the best candidate for the position is chosen, who is expected to

RECRUITMENT AFFECTIVE FACTORS

1.Internal elements: Some internal elements that impact recruiting for the

organization's internal mechanism are as follows:

(i) Organizational size: The size of the company has a significant impact

on the recruitment process. According to past experience, bigger

businesses attract more applicants than smaller ones. Recruitment is less

difficult for large companies than for small businesses.

(ii) Recruiting Policy: The firm's recruiting policy has an impact on the

recruitment process. This policy is concerned with applicants from outside

the company, whilst others want to hire from inside.

(iii) Organizational image: The organization's image or goodwill influences

recruiting. Organizations with a positive reputation may attract a big

number of qualified people. Good public relations, providing public

services, and other activities contribute to improve the organization's

image and reputation.

2.External Factors: External factors are concerned with the environmental

changes that will occur in the organization's external environment. The

following are some of the external elements that influence recruiting

policy:

exceeds the supply, the recruiting process becomes more involved. In

contrast, if supply exceeds demand, the recruiting process will be

simplified.

(iii) Unemployment: The unemployment rate in a certain location is

change in government may have a direct influence on the company's

recruiting policies owing to changes in government laws and regulations.

(vi) Legal issues: Legal considerations regarding job provision for under-

privileged castes, for example, will have a favorable influence on the

organization's recruiting strategy.

BENEFITS OF INTERNAL RECRUITMENT

Internal recruiting provides the following benefits:

1.Morale: Internal recruiting guarantees that staff are favored over

outsiders, resulting in excellent morale in them.

2.Internal recruiting results in an efficient labor relationship between

workers and management as they are moved and promoted to desired

positions.

3.Better Selection: Internal recruiting strategy allows for the better

selection of competent and experienced employees who can do the work

well.

chance for transfer and growth, which drives him or her to work at a

better level. Finally, it aids in staff growth.

7.Less Time: When compared to external sources and techniques of

recruiting, internal recruitment takes less time. Because several features

of an employee are already known, appointing him/her to the company

does not take long.

BENEFITS OF INTERNAL RECRUITMENT

Internal recruiting sources and approaches have the following drawbacks:

1.Internal recruiting gives a restricted selection of talent accessible in the

options available to members of the organization.

the use of conventional forms, systems, processes, and procedures. As a

result, the organization's ability to attract new talent is limited.

3.No Opportunity: In internal recruiting, internal workers are insulated

from competition by not allowing new talent to apply. This also

encourages workers to accept advancements despite having no additional

knowledge or skill.

6.Costly: Considering that when an employee is promoted, his or her post

candidates is known as selection. Thomas says, "Selection is the process

of differentiating between applicants in order to identify those with greater

likelihood of success in the job."

* Psychological tests are increasingly being employed in employment

people's behavior, performance, and attitudes.

entails a personal, observant, and face-to-face evaluation of applicants for

employment.

* Medical examination: After passing the previous steps, applicants are

sent for a physical examination by either the company's physician or a

medical officer authorized for the purpose.

3.What exactly is a psychological test?

* Choosing the goals: The testing program's objectives are provided.

* Establishing job success criteria: Job success criteria may be established

Following the analysis, a decision is made on the candidate's selection or

Ans. The following precautions should be taken while conducting tests: -

ACT ON NATIONAL LABOR RELATIONS

choice. The NLRA defined unfair labor practices by employers in order to

enforce that right.

Employers were prohibited from engaging in prohibited acts including as

1.Blocking employee representation and collective bargaining rights;

2.controlling or meddling with union activities;

3.discriminating against workers who participate in union activities or

submit unfair labor practice complaints in hiring, retention, or any other

employment condition; and

4.Employee representatives are not negotiating in good faith with the

company.

Furthermore, the National Labor Relations Act (NLRA) created the National

Labor Relations Board (NLRB) to enforce the Wagner Act and conduct

representation elections. The NLRB's primary purpose is to control the

processes of organizing and collective bargaining, rather than the results.

The NLRB's two principal tasks as an independent federal agency (see

www.nlrb.gov) are (1) to prevent and rectify unfair labor practices and (2)

to run certification and decertification elections to decide whether workers

merit, it is dropped. A dismissal may be appealed to the NLRB's General

Counsel's office. If the Regional Director believes there is probable

grounds to think a violation of the law has occurred, the NLRB pursues a

consensual settlement to address the alleged infractions. If the settlement