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Module - CHAPTER 8 - Human-Resource-Planning-and-Recruitment

This module provides an introduction to human resource planning and recruitment. It examines factors that influence the supply and demand for labor and how human resource managers can plan strategically. The module will analyze HR practices to help companies gain a competitive advantage. It will discuss forecasting labor demand and supply, setting goals and strategic planning, and program implementation and evaluation. Key topics include downsizing, early retirement programs, temporary workers, outsourcing, affirmative action planning, and recruitment sources and processes.

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Bethany Heartfilia
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239 views9 pages

Module - CHAPTER 8 - Human-Resource-Planning-and-Recruitment

This module provides an introduction to human resource planning and recruitment. It examines factors that influence the supply and demand for labor and how human resource managers can plan strategically. The module will analyze HR practices to help companies gain a competitive advantage. It will discuss forecasting labor demand and supply, setting goals and strategic planning, and program implementation and evaluation. Key topics include downsizing, early retirement programs, temporary workers, outsourcing, affirmative action planning, and recruitment sources and processes.

Uploaded by

Bethany Heartfilia
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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HUMAN

RESOURCE
PLANNING AND
RECRUITMENT
MODULE INTRODUCTION

This module is intended for the introduction of Human Resource Planning


and Recruitment. The purpose of this module is to examine the factors that
influence the supply and demand for labor, and in particular, focus on what
human resource managers can do in terms of planning and executing human
resource policies that give firms competitive advantage in a dynamic
environment.

ILO 1. Analyze the human resource


INTENDED management practices by identifying and

LEARNING discussing the roles and activities of a


company’s human resource management

OUTCOMES functions in order to gain a competitive


advantage.
ILO 2.. Understand laws governing
employment practices and
labor relations in the Philippines
ILO 3. Be familiar with human resource
management practices in a global
environment.
ILO 4. Apply knowledge gained on
human resource management
practices by conceptualizing / preparing
/ writing operational plan suitable for a
human resource management function.
MODULE

CONTENT
Stages of Human Resource Planning

Forecasting

Labor Demand
Labor Supply

Goal Setting and Strategic Planning


Program Implementation and
Evaluation

FORECASTING

Forecasting Stage of Human Resource


Planning

Determining Labor Demand


derived from product/service demanded
external in nature

Determining Labor Supply


internal movements caused by transfers, promotions, turnover,
retirements, etc.
transitional matrices identify employee movements over time
useful for AA / EEO purposes

Determining Labor Surplus or Shortage


MODULE

CONTENT
Strategies for Reducing an
Expected Labor Surplus
1. Downsizing
Downsizing is the planned elimination
of large numbers of personnel
designed to enhance organizational
competitiveness.
· Reasons for downsizing include:
need to reduce labor costs
technological changes reduce
need for labor
mergers and acquisitions reduce
bureaucratic overhead
organizations choose to change
the location of where they do
business

· DOWNSIZING
Effects of Downsizing
Studies show that firms that announce a downsizing campaign
show worse, rather than better financial performance.
Reasons include:
The long-term effects of an improperly managed
downsizing effort can be negative.
Many downsizing campaigns let go of people who turn out
to be irreplaceable assets.
Employees who survive the staff purges often become narrow-
minded, self-absorbed, and risk-averse.
MODULE

CONTENT
2. Early Retirement Programs
The average age of the U.S.
workforce is increasing.
Baby boomers are not retiring
early for several
reasons:
improved health of older people
a fear that Social Security will be cut
mandatory retirement is outlawed
·
Many employers try to induce
voluntary attrition among older
workers through early
retirement incentive programs.

3. Employing Temporary Workers RETIREMENT


Hiring temporary workers helps eliminate a labor
shortage.
Temporary employment affords firms the flexibility
needed to operate efficiently in the face of swings in demand.
Other advantages include:
temporary workers free a firm from many administrative tasks
and financial burdens
temporary workers are often times tested by a temporary
agency
many temporary agencies train employees before sending
them to employees
MODULE

CONTENT
4. Outsourcing and Offshoring
Outsourcing is an organization’s use of an outside organization
for a broad set of services.
Offshoring is a special case of outsourcing where the jobs that
move actually leave one country
and go to another.
To help ensure the success of outsourcing:
outsource only those jobs that are repetitive,
predictable, and easily trained.
Choose an outsourcing vendor that is large and
established.
Jobs that are proprietary or require tight security
should not be outsourced.
It is a good idea to start small and monitor constantly.

OUTSOURCING & OFFSHORING

Affirmative Action Planning


It is important to plan for various subgroups within a
labor force.
A comparison of the proportion of workers in protected
subgroups with the proportion that each subgroup represents is
called a workforce utilization review.
The steps required to execute an affirmative action plan are
identical to the steps in the generic planning process discussed
earlier.
THE HUMAN RESOURCE

RECRUITMENT
PROCESS

REFERENCE

RAYMOND NOE. HUMAN RESOURCE


MANAGEMENT GAINING A
COMPETITIVE ADVANTAGE
MODULE

CONTENT
Personnel Policies
Characteristics of the vacancy
are more important than
recruiters or recruiting sources.
Personnel Policies vary:
Internal versus External recruiting
opportunity for advancement
Market leader pay strategy
Employment-at-will
policies- either party can terminate
the relationship at any time
Due-process policy - employees
can appeal a termination
decision
Image advertising

RECRUITMENT SOURCES
Recruitment Sources
Colleges and Universities - campus placement services
Internal Sources -Faster, cheaper, more certainty
External Sources - New ideas and approaches
Direct Applicants and Referrals – self-selection, low cost
Newspaper Advertising - large volume, low quality recruits
Electronic Recruiting -the Internet
Public & Private Employment Agencies - headhunters, can be
expensive
MODULE

CONTENT
Recruiters
Functional Area
§ HR- versus operating area-
specialist
Traits
§ warm and informative
Realism
§ realistic job preview,
honesty

RECRUITERS

Steps to Enhance Recruiter Impact


1. Provide timely feedback
2. Avoid rude behavior
3. Recruit in teams

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