Human resource planning, recruitment, selection

1. Planning,
Recruitment,
Selection and
Placement
Lawrence Christopher A. Concepcion
April Rose M. Botardo

2.  Human Resource Planning (HRP) is both a process and a set of
plans.
 Organizations assess the future supply and demand for human
resources.
 An effective HR plan also provides mechanisms to eliminate any
gap that exists between demand and supply.
 Determines the number and type of employees to be recruited
into the organization or phased out of it.

3. Why Conduct HR Planning?
For more effective and efficient use of human
resources.
For more satisfied and better developed employees.

4. Four Distinct Phases or stages in
Human Resource Planning Process
1. Situation Analysis and Environmental Scanning
The strategic plan must adapt to environmental
circumstances, and HRM is one of the primary mechanisms
that an organization can use during the adaptation process.
2. Forecasting Demand for Employees
This is estimating not only how many but also what kinds of
employees will be needed. Forecasting yields advanced
estimates or calculations of the organization’s staffing
requirements.
3. Analyzing Current Supply of Employees/ Inventory of
Manpower
This is to determine how many and what kind of employees the
company currently has in terms of the skills and training
necessary for the future.

5. 4. Action Plan Development
After analyzing both the supply of and the demand for the
future workers, these two forecasts are compared to
determine what, if any, actions should be taken.
a. Action Decisions with shortage of employees
 Overtime
 Training and promotion
 Recruitment
b. Action Decisions in surplus condition
 Attrition
 Early Retirement
 Demotion
 Lay- Off
 Termination
Four Distinct Phases or stages in
Human Resource Planning Process

6. Human Resource Information
System (HRIS)
 An integrated approach to acquiring, storing, analyzing, and controlling the flow of
information throughout an organization.
 It is obvious that the key to successful HR planning is information. For big
organizations, traditional techniques for dealing with large amounts of information are
no longer inadequate.
 HRIS is a very sophisticated computerized system that allows organizations to
successfully cope with these information demands.

7. Conclusion
HR planning is a very sophisticated job to do and nowadays, there are so
many college graduates battling to be employed. So the tasks of a good
planning are to screen the applicants well in order to make sure that they
are qualified for the job that they are applying for and even though not
everyone will be hired, there is still a lot to improve for the Human
Resource in order to train skills and personality.

8. Recommendation
 For more effective and efficient use of human
resources there should be an integrated
approach in treating a huge amount of Human
Resource Information
 For some satisfied and better developed
employees, there should be a good Human
Resource Planning in order to train the skills
and competence of employees.

9. Planning,
Recruitment,
Selection and
Placement
Lawrence Christopher A. Concepcion
April Rose M. Botardo

10. HR Planning should not occur in isolation. The
size of the organizations workforce, including
occupational mix, should not be based upon
business plans.

11. Long Range
Planning
Strategic Planning
Corporate Philosophy
Organizational Mission
Strengths and Weaknesses
Environmental Scanning
Labor Supply Analysis
Labor Force Composition
Social/Cultural Changes
Demographic Changes
Legal and Regulatory Changes
Middle
Range
Planning
Organizational Planning
Organizational Goals and
Objectives
Forecasting
Projected Personnel
Needs by Job Category
Attrition
Productivity and Changes
Projected Staffing
Requirements
Surplus or Deficit of Personnel
Successful Planning
Promotions and Transfers
Training and Development
Annual Goals and Objectives:
Budgets
Economic Forecasts
Performance Goals
Annual Operating Plans
Short
Range
Planning
Business Planning HR Planning
BUSINESS PLAN

12.  Long Range Planning. To survive more than the next year
or two, organizations must engage in long range strategic
plans. Top executives need to formulate corporate
philosophy that identifies what an organization is about,
what it expects to do and why it exists.
 Middle Range Planning. These may be stated in terms of
sales, number of units produced or some other index of
business activity. Achieving goals and objectives requires
the proper mix of people.
 Short Range Planning. Short range planning often
overlooks the HR requirements. Budgets and economic
forecasts are frequently developed without a careful
analysis of whether the HR will be available to achieve
them.
BUSINESS PLAN

13. THE RECRUITMENT AND
SELECTION PROCESS
1. Formulating a Recruiting Strategy- Internal vs. External
Comparison from Promotion from within vs. External Hiring
Promotion from Within
Advantages Disadvantages
a. Provides greater motivation for - promotes inbreeding
for good performance (narrowing of thinking and stale
ideas)
b. Provides greater promotion - creates a political infighting
opportunities for present and pressures to compete
employees
c. Improves morale and - requires a strong management
organizational loyalty development program
d. Enables employees to perform - creates a homogenous workforce

14. External Hiring
Advantages Disadvantages
a. Provides the new ideas and - loss of time due to adjustment
insights
b. Allows employees to make - destroys incentives of
changes without having to present employees to strive for
please constituent groups promotion
c. Does not change the - no information is available if he
organizational hierarchy can blend with the rest of the
as much group.
THE RECRUITMENT AND
SELECTION PROCESS

15. 2. Searching for job applicants
3. Screening applicants
4. Maintaining an applicant pool
THE RECRUITMENT AND
SELECTION PROCESS

16. ALTERNATIVES TO RECRUITING
 Subcontracting
 Overtime
 Temporary help
 Employee leasing
INFORMATION TECHNOLOGY and HR
(Recruiting on the Internet)
Computer applications range from recruiting on the internet to automatically scanning
and storing applicants’ resumes.

17. CONCLUSION
 HR Planning is a long and tedious process that needs patience that is why
we need to have an orderly system in terms of recruiting applicants and
being able to maintain the pool of employees to be hired and be filled upon
the vacant positions in the company.
 Hence, in HR planning and recruiting, the use of social media and the
internet is of big help to effectively gather competent employees suited for
the job available.

18. Recommendation
 The use of alternatives to recruiting must as much as possible be
avoided in order for us to manage effectively the work force.
 There should be an effective management skill for the HR
Manager and the staff to effectively make a plan in hiring
effective and efficient people appropriate for the job.

19. Thank you for
listening!