1. HR PLANNING,RECRUITMENT,SELECTION ANDPLACEMENTNEDIE SAYAT-DAYAO

2. HUMAN RESOURCE PLANNING- Isa dynamic management process of ensuring that all times a company or its units has in its employ the right number of people with the right skills, assigned to the right jobs where they can contribute effectively to the productivity and profitability of the company. 3. ELEMENTS OF HUMAN RESOURCEPLANNINGOrganizational Planning Selection and Placement Training Development Motivation of Employees 4. ASPECTS OF HUMAN RESOURCESPLANNINGSystematic forecasting of manpower needs Performance ManagementCareer Management Management Development 5. ADVANTAGES IN USING THE ELEMENTS OFHUMAN RESOURCE PLANNINGThrough a systematic planning of humanresource, a company can be better assisted inattaining its goals and objectives. It helps the company determine its manpowerneeds and provides a method for meeting them. It can be an effective means of planning thedevelopment and growth of employees. It can assist in placing the employees properly injobs where they can maximize the use of theirskills and potentials. It can assist the company in attracting andretaining better-qualified employees. 6. FIVE STEPS IN HUMAN RESOURCEPLANNING1. DETERMINING WORKLOAD- determining the business objectives of the company and analyzing their impact on each department operational function. FACTORa. business development and assumptionsb. corporate planningc. economic forecastsd. changes in plans and productse. new product linesf. mergers and consolidationsg. other trends 7. 2. STUDY OF JOBS IN THE COMPANY.- jobdescription and job specification3. FORECASTING HUMAN RESOURCE NEEDS. How many specialists, professionals or executivesare needed? What is the level of each? What kind of specialization should each have? What level of expertise is required? What other production personnel are necessaryand how many for each category? 8. 4. INVENTORY OF MANPOWER- inventory (audit) of available current manpower.5. IMPROVEMENT PLAN- to tailor the implementation and improvement plans to meet the objectives of corporation or department. 9. IMPORTANCE OF A WELLORGANIZED SELECTION PROGRAM The main objectives of good employeesselection is to acquire people who possessthe ability and competence to accomplishsuccessfully the duties and responsibilityof the job to be filled and the potentialto grow with the company.Finding the right man for a job andfinding the right job for a man who isavailable are essential to sound employeeselection and placement. 10. - SELECTION- Implies the choice of the one best-qualified individual from among a number ofavailable qualified candidates.- SELECTION RATIO- There should be relativelylarge number of candidates from which the finalselectees are chosen. The ideal ratio is at least fouror five candidates for each person finally selected. 11. REASON FOR PROPER SELECTION OFEMPLOYEESCompany objectives are better achieved by workerswho have been properly selected.An incompetent worker is a liability to the company.Personnel requirement vary from job to job.People have varying degrees of intelligence, aptitudesand abilities.Labor laws protect employees, making it difficult to fireincompetent and problem employees.Individuals have different interest, goals and objectivesin life.Careless hiring is costly and can cause problems to thecompany, especially to the supervisors and managerswho have to deal with the workers. 12. AN INCOMPETENT WORKER IS ALIABILITY TO THE COMPANYLonger job training and need for closer supervision Wasted materials or damaged tools and machinesbecause of negligence, carelessness orincompetence Longer time for completion of an assignment andpoorer quality of finished product Wages and fringe benefits paid by the company asa result of accidents in line of duty due to theemployees carelessness, inattention to his work, orfailure to follow safety rules. 13. Customer dissatisfaction due to low quality of work,unsatisfactory or unpleasant associations with theincompetent worker, resulting in loss of patronage. Low employee morale and inefficiency. Problems of employee turnover, discipline.Grievances and even court litigation and above allthe tension and strained relations with thesupervisor and management who must deal withhim. 14. DIFFICULTY IN FIRING INCOMPETENTAND PROBLEM EMPLOYEESThe Labor Code of the Philippinesas Amended and its ImplementingRules and Regulation protectsemployees against arbitrarytermination of employee andemployers may not just dismiss anemployee or abolish a job as theyplease. 15. RESPONSIBILITY FOR RECRUITMENT,SELECTION SND HIRING OF EMPLOYEES In small firms, this task is often done exclusively by the owner of the enterprise, the superintendent or the manager. In large forms, is to assign the job of selecting and hiring employees to an employment office or personnel staff who assist the line supervisor or department head in this task, following well- established procedure of selection. 16. INSTALLING A PROGRAM FORRECRUITMENT, SELECTION AND HIRING Recognition of the need by management. Selling the program Communicating the program. Responsibility for recruitment, selection andhiring. Forms and records. Labor Codes of the Philippines. Selection of employees from within or outside the company. Job analysis. Job description and specification Employment test and interviews 17. Checking of references, police records, and clearances.Prior registration with SSS Number, Medicare and BIRfor assignment of TIN.Physical ExaminationsIntroducing, inducting and orienting the new employeeto his job and the company.Probationary period of new employees.Compensation and fringe benefits of the new employeePerformance follow-upPeriodic check-up of the programValidation studies. 18. PROCEDURE IN RECRUITMENT, SELECTIONAND HIRING1. Study the different jobs in the company, job description and specification. The first requirement of the selection process is knowing what kind of man the job needs. a. exact nature of the job to be filled b. primary duties and responsibility c. steps taken to perform those duties andresponsibility d. tools and equipment used e. working conditions under which thespecific job is performed f. amount of authority delegated to jobincumbent g. supervision involved in the job h. requirement of the job such as education, skill andphysical demand j. environment of the job 19. 2. Requisition of a new employee- To inform the employment office about theexistence of a vacancy to be filled, the supervisoror the department head concern shouldaccomplish a formal requisition form3. Recruit qualified applicants.Recruitment is the process by which prospectiveapplicants are attracted to apply to the company inorder that their qualifications for present andanticipated vacancies can be evaluated throughsound screening and selection process. 20. 4. Sight-screen applicantsBasis of rapid appraisal: age; height; years ofexperience, physical condition, educationalattainment.5. Have application form filled out. Screening is the process by which the applicantsare interviewed and classified into two categories:those be given examination and further interviewsand those should not be considered at all. 21. IMPORTANCEOF APPLICATION FORMAs a guide when interviewing the applicant As a basis for eliminating applicants withunfavorable personal data. For matching the qualifications of the applicant withthe job requirements. For checking on the applicants school records,references and former employers. As a part of the employees permanent record andfor communicating with the employee or his family. 22. 6. Select those who will undergo testing. Tests are given to supplement the interviewsand to determine the applicants abilities, whichcannot be gauged through interviews. Tests are needed to discover mental ability,aptitude, proficiencies, potential ability, skills andknowledge of an applicant. 23. EMPLOYMENT TEST OFTEN USED INCHOOSING APPLICANTS Mental alertness Test Clerical Aptitude Test Shop Arithmetic Test Mechanical Aptitude Tests Space Relations Tests Proficiency, Trade or Achievement Tests Vocational Interest Tests Dexterity and Manipulation Tests Personality Test 24. 7.Check the applicants work experiences, schoolrecords and personal references.The application forms of those who pass theexamination are separated and the information in themchecked for veracity.8. InterviewObjectives of interview: to find out how well-qualified applicant is for the vacancy to give the applicant the information he needs to decidewhether or not he will take the job if offered to him to create goodwill for the company 25. TYPES OF INTERVIEWDirective Interview Non-directive interview Group Interview Team method 26. 9. Match the applicant with the job.This steps involves matching the qualification of the applicant against the requirements of the job s indicated in the job description and job specification.Danger Signals: a. stability of the job b. job-hopping or frequent changing of jobs c. bad habits d. his associates or gang e. financial habits f. environmental factors and external factors g. absenteeism prone; accident-prone h. tardiness i. physical handicaps 27. 10. Do the final selection of the best qualified.Employment involves three decisions:a. Managements decision as to which of theapplicants would best fit the job andtherefore may be hired.b. The applicants decision as to whether or notthe job is the right one for him after thesupervisor has discussed the job duties.c. The supervisor must decide if the applicant is the right person who can work with in histeam. 28. 11. Have applicants undertake physical examinations andsecure security clearances.The selected applicant is required to pass a physicalexamination and also to get the Police and NBI Clearance.12. Hire the chosen candidate.a. Hiring papers are prepared.b. The company official responsible for confirmingappointments makes the final approval.c. The employment contract is signed by the applicant.d. The permanent personnel records such as SSS, TIN,Medicare form and other forms required by the office areaccomplished.e. The payroll section and the department where the newemployee will work are notified of his having been hired. 29. FOLLOW UP ON PLACEMENT When a new employee is placed on the job, hiswork should be followed up to ensure that thisprogress is not being hampered by certainproblems affecting him or his job. The check also serves to measure theeffectiveness of the selection and placementprocedure. The final appraisal may be made before decidingwhether or not to change the employees statusprobationary or temporary to regular.