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PERSONNEL PLANNING AND

RECRUITMENT
Learning Objectives

1. Steps in the recruitment and selection process.


2. Techniques used in employment planning and
forecasting.
3. Explain and give examples for the need for effective
recruiting.
4. Internal & external sources of candidates.

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The Recruitment and Selection Process
Decide what positions to fill through personnel
planning and forecasting

Build a candidate pool by recruiting internal or external


candidates
Have candidates complete application forms and
undergo initial screening interviews

Use selection tools to identify viable candidates

Decide who to make an offer to, by having the supervisor


and others interview the candidates.
Review
Positions
Candidates
Screening
Selection
Offers

Chapter 5-4
Linking Employers Strategy to Plans

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Planning and Forecasting
Employment or Personnel Planning
The process of deciding what positions
the firm will have to fill, and how to fill them.

Succession Planning
The process of deciding how to fill the
companys most important executive jobs.

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Planning and Forecasting
What to Forecast?
Overall personnel needs
The supply of inside candidates
The supply of outside candidates
A. Forecasting Personnel Needs

Forecasting Tools

Trend analysis Ratio analysis Scatter plotting

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Trend analysis studying a firms employment
levels over a period of years to predict future
needs.
Ratio analysis provides forecasts based on the
ratio between (1) some causal factor (like sales
volume) and (2) the number of employees
required (such as number of salespeople).
A scatter plot shows graphically how two
variablessuch as sales and your firms staffing
levelsare related.
Determining the Relationship Between Hospital Size and Number of Nurses

Hospital Size Number of


(Number Registered
of Beds) Nurses

200 240

300 260

400 470

500 500

600 620

700 660

800 820

900 860

Note: After fitting the line,


you can project how many
employees are needed,
given your projected volume.

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B. Forecasting the Supply
of Inside Candidates

Qualification
Inventories

Manual systems and Computerized skills


replacement charts inventories

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Management Replacement Chart Showing Development
Needs of Potential Future Divisional Vice Presidents

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C.Forecasting Outside
Candidate Supply

Factors In Supply of Outside Candidates


General economic conditions
Expected unemployment rate

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The Need for Effective Recruiting

Recruiting Challenges

Effectiveness of Effects of non- Legal requirements


chosen recruiting recruitment issues associated with
methods and policies employment laws

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EMPLOYMENT LAW IN MALAYSIA
Employment Act 1955 Trade Unions Act 1959
Wages Councils Act 1947 Industrial Relations Act 1967
Sabah Labour Ordinance Employees Provident Fund
(as amended 2005) Act 1991
SarawakLabour Ordinance Employees Social Security
(as amended 2005) Act 1969
Children and Young Workmens Compensation
Persons (Employment) Act Act 1952
1966 Factories and Machinery Act
Workers Minimum 1967
Standards of Housing and Occupational Safety and
Amenities Act 1990 Health Act 1994
Weekly Holidays Act 1950 Pembangunan Sumber
Manusia Bhd Act 2001
Recruiting Yield Pyramid


50%

67%

75%

16%

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Internal Sources of Candidates
Advantages Disadvantages

Foreknowledge of Failed applicants become


candidates strengths discontented
and weaknesses
Time wasted interviewing
More accurate view of inside candidates who will
candidates skills not be considered
Candidates have a stronger Inbreeding strengthens
commitment tendency to maintain the
to the company status quo
Increases employee
morale
Less training and
orientation required

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Finding Internal Candidates

Hiring-from-Within Tasks

Posting open Rehiring former Succession


job positions employees planning

Copyright 2011 Pearson Education, Inc. publishing as Prentice Hall 518


Job posting means publicizing the open job to
employees (usually by literally posting it on
company intranets or bulletin boards).
Succession planning- ongoing process of
identifying, assessing and developing leadership
to enhance performance
Outside Sources of Candidates
Recruiting via the Internet
Advertising
Employment Agencies
Offshoring/Outsourcing
College Recruiting
Referrals and Walk-ins
Offshoring and Outsourcing Jobs
Outsourcing means having outside vendors
supply services (such as benefits management,
market research, or manufacturing) that the firms
own employees previously did in-house.

Offshoring is a narrower term. It means having


outside vendors abroad supply services that the
firms own employees previously did in-house.

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Improving Productivity Through HRIS:
An Integrated Approach to Recruiting

Elements of an HRIS

Requisition
Recruiting Screening Hiring
management
solution services management
system

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Recruiting A More Diverse Workforce

Single parents

The disabled Older workers

Minorities and
Welfare-to-work
women

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Application Forms and the Law

Educational
achievements

Arrest
record
Marital Areas of
status Personal
Information Notification in case
of emergency

Physical Membership in
handicaps organizations

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Two-Stage Process

Is Applicant Yes Conditional


Qualified? Job Offer

Review application Make conditional job offer


information, personal contingent on meeting all
interview, testing, and second stage conditions
do background check

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