Академический Документы
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Культура Документы
Arya Ganapathy-17
Badrinath Mayuranathan - 21
Nilanjan Maity – 52
December 20, 2009
Srinivas L Reddy-79
Table of Contents
1INTRODUCTION-Human Resource Planning....................................................................3
1.1Definitions:......................................................................................................................3
2Human Resource Planning: Process................................................................................4
3Recruitment And Staffing...................................................................................................5
3.1Recruitment Sources......................................................................................................6
3.2Sources of Recruitment..................................................................................................6
3.3Advantages & Disadvantages of Internal & External Recruiting.....................................7
3.4Recruiting Pyramid.........................................................................................................7
3.5Recruiting Timeline.........................................................................................................8
3.6Methods of Recruiting.....................................................................................................8
3.7Recruiting on Internet.....................................................................................................8
3.8Selection Process Issues...............................................................................................9
3.9Interviewing Process Issues...........................................................................................9
3.10Behavioral Interviewing..............................................................................................10
3.11Testing........................................................................................................................10
3.12The Big Five Personality Dimensions.........................................................................11
3.13Other Testing Methods................................................................................................11
3.14Selection for International Assignments......................................................................11
4SELECTION PROCESS.....................................................................................................12
4.1Process Flow................................................................................................................13
4.2Frequently Mentioned Benefits to Global Staffing System............................................15
4.3Frequently Mentioned Obstacles to Global Staffing System.........................................15
Section
Human resources are regarded as the only dynamic factor of production. Other factors like
materials, methods, machines, money etc. are useless without their effective use by the human
resources. Thus, it is logical that there should be proper manpower or human resource planning
in the organization to use the other resources effectively.
Planning is one of the basic functions of management of any organization. In commercial and
industrial undertakings, planning has been focused on profit making, procurement, production,
marketing, quality control and only most recently, manpower. Manpower planning has now been
recognized as an important part of the overall planning of any organization. Without the
procurement and maintenance of adequate number of personnel, it is not possible to realize the
goals of the organization. Manpower planning is essential to put the plans of the organization into
action for the achievement of its goals or objectives.
1.1 Definitions:
Coleman, “Human resource planning is the process of determining manpower requirements and
the means for meeting those requirements in order to carry out the integrated plan of the
organization”.
Assessing Future
Assessing Current
Human Resource
Human Resources
Needs
Developing a
Program to Meet
Needs
IHRM TERM PAPER- Group-12 Page 3
December 20, 2009
Global Recruitment And Staffing
2. Demand forecasting
Managerial Judgement
Statistical Techniques – ratio analysis and econometric models
Work study techniques
Employment trends
Replacement needs
Growth and expansion
Productivity
3. Supply Forecasting
Existing inventory
Potential losses – temporary/permanent
Potential additions
Before employees can be recruited, recruiters must have some clears ideas regarding the
activities and responsibilities required in the job being filed. Jon analysis is therefore an early step
in the recruitment process. Once a specific job has been analyzed, a written statement of its
content and location is incorporated into the organization chart. This statement is called either a
job description or a position description. Each box on the organization chart is linked to a
description that lists the title, duties, and responsibilities for that position.
Campuses are usually faced with a daunting task during the placement season. With heavy
investments in infrastructure B- schools host bright ambitious youngsters for intensive training;
they are subsequently faced with the prospect of having to attract the attention of recruiters
amidst a high degree of competitive clutter. Most companies have dedicated placement
resources, but these resources are hamstrung or lack of access and bandwidth to attract the best
quality of recruiter profile.
Recruiters on the other hand, today are required to evaluate and compare students of an
increasing variety of educational campuses. In such a situation, pre-recruitment election tools and
processes need to be scaled up to credibly evaluate and sort out larger number of participants
than ever before. Increase in the number of institutes which are covered under the company’s
campus recruitment program implies an increase in cost and effort. Consequently, most
recruitment managers would want to stick to the tried and tested campuses rather than
experiment with the new and unknown.
o Personal biases
3.11 Testing
• Work sample tests
o Ask applicant to complete representative sample of actual work
• Trainability tests
o Measure
Aptitude in certain areas
Ability to understand critical job components that firm will teach new hires
• Realistic job previews
o Make applicants aware of both positive & negative aspects of job
o Decrease likelihood new employee will become dissatisfied
o Increase likelihood of candidate’s self-selecting out of position
• Personality testing is useful in anticipating how applicants are likely to behave
4 SELECTION PROCESS
A series of steps from initial applicant screening to final hiring of the new employee.
• Selection process.
Step 1 Completing application materials.
Step 2 Conducting an interview.
Step 3 Completing any necessary tests.
Step 4 Doing a background investigation.
Step 5 Deciding to hire or not to hire.
• Interviews can provide rough ideas concerning the person’s fit with the job and the
organization.
Step 6 Socialization.
• The final step in the staffing process.
• Involves orienting new employees to:
o The firm.
o The work units in which they will be working.
o The firm’s policies and procedures.
o The firm’s organizational culture.