Mithilesh Trivedi

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planning&

recruitment

HUMAN RESOURCE MANAGEMENT

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Why?

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• Recruit and Retain• Foresee employee turnover • Meet the needs of expansions, diversification , etc• Impact of technology on work, employees and future human resources

requirement• Improve standards, skill, knowledge, ability, discipline, etc.• Assess the surplus or shortage of human resources • Provide human resources of right kind, right number in right time and right

place• Make the best use of human resources• Estimate the cost of human resources

Objectives

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Succession Planning A deliberate and systematic effort by an organization to ensure leadership

continuity in key positions, retain and develop intellectual and knowledge capital for the future, and encourage individual advancement

Ensures that employees are recruited and/or developed to fill each key role

Ensures that we operate effectively when individuals occupying critical positions depart

May be used for managerial positions or unique or hard-to fill roles

Align bench strength for replacing critical positions

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HR Planning Process

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Recruitment is the process of finding and hiring suitable candidates ( from within internal or external of an organization ) to fill the positions

The process involves searching, sourcing and selecting right candidates for the roles to the organization

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Recruitment and Selection Process

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Sources of Recruitment

1. Internal Sources

2. External Sources

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Internal Advertisements ( emails, newsletters, forms )

Word of Mouth

Promotions

Internal Employee Referrals

Retired Employees for temporary or contract positions.

Present temporary/contract employees to permanent positions

Former employees for part time/freelancer/work at home.

Sources of Internal Recruitment

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Advantages of Internal Recruitment• No cost and less time consuming• No need of training• Builds strong relationship with employees• Motivates others of hard work to get high positions• Easy to pick best talents within an organization very quickly• Long stay with the company when promoted to high position

Disadvantages of Internal Recruitment

• The positions of the persons who is promoted will be vacant• There may be partiality in promoting employees• No new opportunities for external candidates• Dissatisfied employees may quit if his co-worker is promoted to high positions

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External Sources of Recruitment

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Advantages of External Recruitment Create new opportunities for external employees

Best candidates can be placed for the roles

Cost of employees can be minimized

Increase in the selection ratio

There are less chances of partiality

• Cost to hire is high• External process is more time consuming as compared to internal process• Sourcing quality candidates becomes difficult for the companies• Internal recruiters lack headhunting skills ( Less references & networks )• They may have to approach Recruitment agencies to hire the people

Disadvantages

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?Questions?