HR Planning, Recruitment and Selection
HR PLANNING, Recruitment and selection Human Resource Planning
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The process that links the human resource needs of an organisation to its strategic, qualified, and competent enough to achieve the organisation’s objectives.
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A vital organisational element for the maintaining a competitive advantage and reducing employee turnover
Process of human resource planning
1. Assessing Human resources
The assessment of HR begins with environmental analysis, under which the external (PEST) and internal (objectives, resources and structure) are analysed to assess the currently available HR inventory level. After the analysis of external and internal forces of the organization, it will be easier for HR manager to find out the internal strengths as well as weaknesses of the organization.
2.Demand forecasting
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- HR forecasting is the process of estimating demand for and supply of HR in an organisation.
- Demand forecasting is a process of determining future needs for HR in terms of quantity and quality.
- Supply forecasting is concerned with the estimation of supply of manpower given the analysis of current resource and future availability of human resource in the organization. 3. Matching supply and demand
- The matching process refers to bring demand and supply in an equilibrium position so that shortages and over staffing position will be solved.
4. Action plan
- The HR plan is executed through the designation of different
HR activities.
Recruitment Process
Internal Recruitment
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An internal recruitment strategy is characterised by promoting employees from within an organisation to fill upcoming positions.
This recruitment may be in the form of creating and shuffling temporary teams to fill certain tasks or may be permanent changes.
Internal recruitment may be primarily horizontal or it may be for promotions in which the promoted employee’s former position may not be filled.
External recruitment
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An external recruitment strategy is one which a
-
The process that links the human resource needs of an organisation to its strategic, qualified, and competent enough to achieve the organisation’s objectives.
-
A vital organisational element for the maintaining a competitive advantage and reducing employee turnover
Process of human resource planning
1. Assessing Human resources
The assessment of HR begins with environmental analysis, under which the external (PEST) and internal (objectives, resources and structure) are analysed to assess the currently available HR inventory level. After the analysis of external and internal forces of the organization, it will be easier for HR manager to find out the internal strengths as well as weaknesses of the organization.
2.Demand forecasting
-
- HR forecasting is the process of estimating demand for and supply of HR in an organisation.
- Demand forecasting is a process of determining future needs for HR in terms of quantity and quality.
- Supply forecasting is concerned with the estimation of supply of manpower given the analysis of current resource and future availability of human resource in the organization. 3. Matching supply and demand
- The matching process refers to bring demand and supply in an equilibrium position so that shortages and over staffing position will be solved.
4. Action plan
- The HR plan is executed through the designation of different
HR activities.
Recruitment Process
Internal Recruitment
-
An internal recruitment strategy is characterised by promoting employees from within an organisation to fill upcoming positions.
This recruitment may be in the form of creating and shuffling temporary teams to fill certain tasks or may be permanent changes.
Internal recruitment may be primarily horizontal or it may be for promotions in which the promoted employee’s former position may not be filled.
External recruitment
-
An external recruitment strategy is one which a