Human Resource Planning

Definition
Human Resource Planning is the process of systematically forecasting the future demand and supply for employees and the deployment of their skills within the strategic objectives of the organization. Human resources planning is a process that identifies current and future human resources needs for an organization to achieve it goals. It responds to the importance of business strategy and planning in order to ensure the availability and supply of people--both in number and strategic plan of an organization . uality. Human Resources Planning serves as a link between human resources management and the overall

Planning Process
!he planning processes of most organizations define what will be accomplished within a given time frame" along with the numbers and types of human resources that will be needed to achieve the defined business goals. !his is typically accomplished by defining competencies that are re uired by workers to achieve business goals" matching people with these competencies to the right tasks" and assessing the overall process for progress and improvement.

Competencies
#ompetency-based management supports the integration of human resources planning with business planning by allowing organizations to assess the current human resource capacity based on employees$ current skills and abilities. !hese skills and abilities are measured against those needed to achieve the vision"mission and business goals of the organization. If the available people lack necessary competencies" the organization plans how it will develop them.

Planning to Develop Competencies !argeted human resource strategies" plans" and programs to address gaps in the organization$s workforce are designed" developed and implemented to close the gaps. Plans and programs can include%

targeted hiring&staffing employee learning and education career development succession management Evaluation and Improvement !hese strategies and programs are monitored and evaluated on a regular basis to ensure that they are moving the organization in the desired direction" including closing employee competency gaps. #orrections are then made as needed.

Human Resource Recruitment

Recruitment refers to the process of attracting suitable candidates to apply for a vacancy arising within an organization. 'hen an organization needs individuals with certain skill sets" it taps the market.It may re uire individuals to join the organization to supplement the e(isting skill or complement the e(isting skills. In both the cases after careful job analysis and manpower planning an organization develops a candidate profile. !his comprises of the technical skills sort and the attitude. )epending upon the status of teh job market an organisation deploys its sources of recruitment*#ompany website"search agencies"head hunters"campus placement"newspaper advertisement and others+.!he primary function of these sources is to identify the right kind of people for the vacancy and motivate them to apply to the organisation. Recruitment is followed by selection . !hey are related but not the same though the term recruitment has a blanket usage for attracting"selecting and bringing people on board" which is practically wrong. !he stages of the recruitment process include% job analysis and developing some person specification, the sourcing of candidates by networking" advertising" and other search methods, matching candidates to job re uirements and screening individual$s candidature. )epending on the size and practices of the organization" recruitment may be undertaken in-house by managers" human resource generalists and&or recruitment specialists. -lternatively" parts of the process may be undertaken by either public-sector employment agencies" commercial recruitment agencies" or specialist search consultancies.

Process Job analysis

In situations where multiple new jobs are created and recruited for the first time" a job analysis might be undertaken to document the knowledge" skill" ability" and other personal characteristics *./-0s+ re uired for the job. 1rom these the relevant information is captured in such documents as job descriptions and job specifications. 0ften a company will already have job descriptions that represent a historical collection of tasks performed. 'here already drawn up" these documents need to be reviewed or updated to reflect present day re uirements. Prior to initiating the recruitment stages a person specification should be finalized to provide the recruiters commissioned with the re uirements and objectives of the project.234

Sourcing
/ourcing is the use of one or more strategies to attract or identify candidates to fill job vacancies. It may involve internal and&or e(ternal advertising" using appropriate media" such as local or national newspapers" specialist recruitment media" professional publications" window advertisements" job centers" or in a variety of ways via the internet. -lternatively" employers may use recruitment consultancies or agencies to find otherwise scarce candidates who may be content in their current positions and are not actively looking to move companies. !his initial research for so-called passive

candidates" also called name generation" results in a contact information of potential candidates who can then be contacted discreetly to be screened and approached.234

Screening and selection

/uitability for a job is typically assessed by looking for *./-0s+ that are re uired for a job. !hese can be determined via%screening r5sum5s *also known as curriculum vita or #6+, job application, 7iographical Information 7lanks which is an assessment that asks for a more e(tensive background than an application, or a interviews. 6arious psychological can be used to assess to assess a variety of ./-0s" including literacy. -ssessment are available to measure physical. 8any recruiters and agencies use applicant tracking systems to perform the filtering process" along with software tools forpsychometric testing and performance based assessment.294 Performance based assessment is a process to find out if job applicants perform the responsibilities for which they are applying. 2:4 In many countries" employers are legally mandated to ensure their screening and selection processes meet e ual opportunity and ethical standards.234 In addition to the above selection assessment criteria" employers are likely to recognize the value of candidates who encompass ;soft skills; such as interpersonal or team leadership" and have the ability to reinforce the company brand through behavior and attitude portrayal to customers and suppliers. 8ultinational organizations and those that recruit from a range of nationalities are also concerned candidates will fit into the prevailing company culture.2<4

Lateral hiring
;=ateral hiring; refers to the hiring of someone into a position that is at the same organizational level or salary. It could mean hiring someone from another" similar organization" possibly luring them with a better salary and the promise of better career opportunities. -n e(ample is the recruiting of a partner of a law firm by another law firm. - lateral hire may also refer to an employee moving from one position to another within the same organization.

Approaches
!here are a variety of recruitment approaches and most organizations will utilize a combination of two or more of these as part of a recruitment e(ercise or to deliver their overall recruitment strategy. !here are five common models%

In-house or human resources personnel may in some case still conduct all stages of the recruitment process. In smaller organizations" recruitment may be done by individual managers or recruiters. 8ore fre uently" whilst managing the overall recruitment e(ercise and the decisionmaking at the final stages of the selection process" e(ternal service providers may undertake the more specialized aspects of the recruitment process.

/ocial 8edia Recruitment is the new trend which can implement in the current recruitment process. /ocial media helps to drive passive candidates and indirectly helps to create brand

awareness about the company. - few tools commonly used by social media recruiters are =inkedIn" 1acebook" !witter" >oogle?" etc.

0utsourcing of recruitment to an e(ternal provider may be the solution for some small businesses and at times for large organizations.

@mployment agencies are established as both publicly funded services and as commercial private sector operations. /ervices may support permanent" temporary" or casual worker recruitment. !hey may be generic agencies that deal with providing unskilled workers through to highly skilled managerial or technical staff or so-called niche agencies that specialize in a particular industrial sector or professional group.

@(ecutive search firms recruit for e(ecutive and professional positions. !hese firms operate across a range of models such as contingency or retained approaches" and also hybrid models where advertising is also used to ensure a flow of candidates alongside relying on networking as their main source of candidates.

Internet recruitment services include recruitment websites and job search engines used to gather as many candidates as possible by advertising a position over a wide geographic area. In addition" social network sourced recruitment has emerged as a major method of sourcing candidates.