Professional Documents
Culture Documents
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Employment Planning
The procurement process starts with employment
planning. Employment planning is related with the
process of assessing human resource needs for a
particular org.
Employment planning is one of the most important
elements in a successful HRM program, because it
is a process by which an org ensures that it has the
right number and kinds of people, at the right place,
at the right time, capable of effectively and
efficiently competing those tasks that will help the
org achieve its overall strategic objectives.
Employment planning, then, ultimately translates the
orgs overall goals into the number and types of
workers needed to meet those goals.
Objectives of Employment
Planning
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Figure 52
Methods of assessing
current HR
Forecasting Personnel
Needs
Trend analysis
Ratio analysis
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Scatter plot
Number of
Registered Nurses
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Figure 53
Computerized Information
Systems
experience codes
Product or service knowledge
Industry experience
Formal education
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Procurement
Steps of procurement
Procurement has got two steps:
The first one is recruitment and the
second one is selection. Through
recruitment potential candidates or
personnel are searched, identified and
encouraged to go for employment.
After recruitment, recruited candidates
are thoroughly screened to determine or
select the best proper personnel. Thus,
these two steps filter out most
appropriate personnel to be procured.
Factors of procurement
Sources of Recruitment
Internal sources
Job Posting
Rehiring
Succession Planning
Advantages of internal
sources
Disadvantages of internal
sources
Outside sources of
recruitment
through application
Recruiting via the Internet
Recruitment through present employees
Recruitment through employment agencies
Recruitment through labor union
Recruitment through educational institutions
Recruitment through advertisement
Employee referrals
Walk ins
Selection
Selection procedure
Preliminary interview
Filling up the application blank
Employment interview
Principle of preparation
Setting of interview
Principle of conduct
Principle of closing
Principle of evaluation
Psychological test
References and recommendations
Medical fitness test and final selection
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The in basket
Leaderless group discussion
Management games
Individual presentations
Objective test
The interview
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