Meaning and importance of human resource planning, benefits of human resource planning, Meaning of recruitment, selection, placement and training Methods of Recruitment and Selection - Uses of tests in selection, Problems involved in placement.

1. Human Resource Management
By Prof. Jayalakshmi
Human Resource Planning,
Recruitment and Selection
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2. • Human resources planning is a process that identifies current and
future human resources needs for an organization to achieve its
goals. Human resources planning should serve as a link
between human resources management and the overall
strategic plan of an organization
• HRP is the process of forecasting a firm’s future demand for, and
supply of the right type of people in the right number.
• HRP is a sub-system in the total organizational planning
• HRP is variously called manpower planning, personnel planning or
employment planning
Meaning of HRP
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3. Objectives of HRP
• Recruit, retain & minimize the turnover of human resources
• Foresee the impact of technology & improve standards
• Anticipate the impact of technology on jobs and HR
• Determine the level of recruitment and training
• Estimate the cost of HR and housing needs of employees
• Meet the needs of expansion and diversification programmes
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4. Benefits of HRP
• Checks the corporate plan of the organization
• Facilitates in selecting the right person at the right time for the right
job.
• Provides scope for advancement and development of employees
through training , development, etc.
• Helps to anticipate cost of salary and wages
• Provides inputs for recruitment and selection process
• Helps in expansion and diversification of the company
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5. Importance of HRP
• Future Manpower Needs: It means, human resource planning is regarded
as a tool to assure the future availability of manpower to carry on the
organizational activities.
• Coping with Change: It helps assess the current human resources and
adapts it to changing technological, political, socio-cultural,
and economic forces.
• Development of Human Resources: Training and Development campaigns
to impart the required skill and ability in employees.
• Proper Utilization of Human Resources: Assessing and recruiting skilled
human resource.
• Uncertainty Reduction: Managing unexpected changes or sudden
changes.
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6. Process of HRP
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7. Meaning of Recruitment
• According to Edwin B. Flippo, “It is a process of
searching for prospective employees and stimulating
and encouraging them to apply for jobs in an
organization.”
• He says, “Recruitment is often termed positive in
that it stimulates people to apply for jobs, to increase
the hiring ratio, i.e. the number of applicants for a
job. Selection, on the other hand, tends to be
negative because it rejects a good number of those
who apply, leaving only the best to be hired.”
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8. Sources of Recruitment
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9. Selection - Introduction
• “Selection is the process of differentiating between applicants
in order to identify and hire those with a greater likelihood of
success in a job”
• Selection test are only part of the selection process
• The prospect may be asked to complete an application form,
provide a resume and attend at least one interview.
• The selection process and the information provided by the
prospect tell the employer something about the candidate and
helps them to choose the most appropriate candidate for the
vacancy.
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10. Process of Selection
• Preliminary Interview
• Selection Tests
• Employment Interview
• Reference and Background Analysis
• Physical Examination
• Job Offer
• Employment Contract
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11. Types of selection test
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12. Placement - Meaning
• Placement is a process of assigning a specific
job to each of the selected candidates.
– It involves assigning a specific rank and
responsibility to an individual.
– It implies matching the requirements of a job with
the qualifications of the candidates
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13. • Matching the job description with a resume is a major challenge
• Candidates need to be accessed in every criteria like technical
knowledge, aptitude, attitude, soft skills, communication, etc., due
to which reason sometimes there are not enough candidates to fill
the available vacancies.
• To fill the job with people who have at least the minimum required
qualifications people should be placed on the job that will make the
best possible use of their talents, given available job or HR
constraints.
• The dependent jobs may be sequential or pooled. In sequential
jobs, the activities of the one employee are dependent on the
activities of the fellow employee.
Problems involved in Placements
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14. References
Book
Human Resources Management by Smita Kavatekar
Web Resources
What is Human Resource?
http://www.whatishumanresource.com/objective-and-benefits-of-hrp
Your Article Library
http://www.yourarticlelibrary.com/human-resources/steps-in-human-resource-planning-explained-with-diagram/32358/
http://www.yourarticlelibrary.com/recruitment/sources-of-recruitment-of-employees-internal-and-external-sources-
recruitment/25954/
HR Wale
http://www.hrwale.com/recruitment/88-2/
Recruitment Blog
http://imrecruitmentblog.weebly.com/sources-of-recruitment.html
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