HR Systems & Processes- Manpower Planning, Recruitment, Selection &

On-boarding
 Human Resource Planning

Definition:

The process of forecasting organization's future demand and

supply of the right type of people in the right nos
HR Planning
Environment scanning-
Economy, Technology, Demography etc

Organizational Objectives & Policy

HR needs forecast HR Supply forecast

Managerial judgment , Ratio-trend Skill inventories, turnover/ retention
analysis, Work study techniques, rates, external supply, movement of
modeling people, “bench”

HRP(P)

If Surplus If Shortage
Restricted hiring, Reduced hours Recruitment & Selection,
Development
VRS, Lay off etc
HRP Forecaster – Demand & Supply of Manpower
HRP Forecaster-Demand
Some Techniques (can be quali/quanti, normative/descriptive,
past/future based):

•Managerial judgment

•Ratio-trend analysis

•Work study techniques

•Modeling/Software packages
HRP Forecaster-Supply
External / Market supply

•External Labor market

•Competition
•No of eligible candidates passing from colleges, institutes
•Employment exchanges

Internal Supply:

•Skill /Competency inventories

•Turnover/ Retention rates
•Movement of people (promotion, transfers, retirement etc)
•Bench
•Talent Management process
 Dealing with an Undersupply of
manpower

•Hire additional workers

•Improve productivity through training
•Use overtime
•Add additional shifts
•Reassign jobs
•Use temporary workers
•Improve retention
 Dealing with an Oversupply of
Manpower

•Freeze hiring
•Restrict overtime
•Retrain/redeploy
•Switch to part-time employees
•Use unpaid vacations
•Use a shorter workweek
•Use pay reductions
•Use sabbaticals
•Encourage early retirements
Recruitment
 Meaning and definition:

• Searching for and obtaining applicants for jobs, from among whom the right
people can be selected..!!

• Discovering of potential applicant for actual or anticipated organizational

vacancies.

• A linking activity between those who have jobs and those who want jobs..!!

• “Process of finding & attracting capable applicants for employment. The process
begins when new recruits are sought and ends when their applications are
submitted. The result is a pool of applicants from which new employees are
selected.”
Purpose & Importance
• To provide a pool of qualified job candidates

• Working out the present & future requirements

of the organization in conjunction with HRP and
job analysis activities.

• Increase the pool of job candidates at minimum

cost.

• Increase success rate of selection process by

reducing the number of potentially under-
qualified or overqualified job applicants.
Purpose and Importance Cont’d

• Help reduce the probability of applicants once recruited &

selection, will leave the orgn within a short time.

• Gives an idea of organization's brand equity in the job market

i.e. attractiveness of the organization as an employer.

• Can be used to promote inclusiveness & diversity if desirable

Factors governing recruitment:

External Forces Internal forces

•Supply •Recruitment policy

•Demand •HRP

•Political (e.g. •Cost

legislations) •Urgency
•Social (e.g. Sons of •Other HR processes
soil)
•Growth & expansion
•Economic
 Recruitment planning & strategy
formulation

Whom to attract?
How to attract?
From where to attract (e.g. Internal or External
source)?
Recruitment Channels / Sources:

External:
– Professional or trade associations
– Advertisements
– Employment exchanges
– Campus recruitment
– Walk-ins and Write-ins
– Consultants
– Contractors
– Displaced persons
– Radio and television
– Acquisitions and mergers
– Competitors
– E-Recruiting
Recruitment Channels / Sources:

Internal:
– Present employees
– Employee referrals
– Former employees
– Previous applicants
Selection
 Selection Process

Job analysis provides criteria for selecting

the right candidate
Criteria must be Valid & Reliable
Need to measure the Validity & Reliability of
these criteria
Validity : it measures what it is supposed to
measure
Reliability: It is consistent over time, rater
etc.
Selection Process
Job analysis

Develops criteria
Validity
Reliability
Assess candidates
Application forms
Tests
Interview
References
Physical
Evaluate all information

Hire/Reject
 WHY DIFFERENT SELECTION TOOLS?

• Any one tool cannot get all data

• Need a set of different tools, which involve testing

different faculties and behaviour of candidates

• Each tool is effective for a specific set of relevant

attributes
 PSYCHOMETRIC TESTING

Psychological tests have been devised and are used

primarily for the determination and analysis of
individual differences in general intelligence, specific
aptitudes, educational achievement, vocational
fitness, and non intellectual personality traits. These
tests have been used for a variety of psychological,
educational, cultural, sociological, and employment
studies of groups and for individuals.
 
 Competency

Any quality or characteristic of a

person which underpins successful
performance
  

WHAT IS AN INTERVIEW?
 

A meeting between two or more people with an

objective.
 
 The Organizational Challenge

To find a robust and credible process to

select from among the current
employees, those who will deliver high
performance in higher level roles
Induction & On-boarding
Definition- process of familiarisation of the new employee with the Organization,
Function & Role

Type of Done by Coverage

Induction

Organizational a senior person in the Organization structure, history,

organization (CEO, Dept mission, vision, values, quality policy,
head etc or the HR Head Employment policy, current standing in
/Manager) the market, competition /market share,
challenges, various stakeholders

Department department head of senior basic departmentation, team leaders,

Functional member of dept dept. objectives/goals/deliverables,
functions, interdependencies with other
depts., budgets, culture etc

Role generally by reporting job profile, accountabilities and

superior authority, reporting relationships,
decision making, input/output
relationships with other members,
targets & reviews, communication etc