Human Resource Planning

The Recruitment and selection process: Aim of the Recruitment and selection process should be to obtain at minimum cost the number and quality of the employees required to satisfy the human resource needs of the company.

The Three stages of recruitment and selection:

1. Defining requirements.

2. Attraction candidates.

3. Selecting candidates.

Recruitment and Selection discusses the following features:

• Defining requirements.

• Attracting candidates.

• Advertising.

• Using agencies.

• Using recruitment consultants.

• Using executive search consultants.

Choosing forecasting Methods: Following factors are considered before choosing forecasting.

• Stability and Certainty.

• Availability.

• Number of Employees.

• Resources Available.

• Credibility to Management.

• Time Horizon.

Implications of Internal Supply and Distribution: Careful study of internal supply and distribution reports allows HR planners to anticipate and head off a variety of problems.

The external supply of labor: HR planners must understand how to assess and adjust to the external supply of labor.

Labor Markets: A labor market is the area from which an employer typically recruits to fill a position; this area varies acording to the type of job being filled.

Man power Planning:

The Manpower management cycle: Manpower Management is basically concerned with having the right type of people available as and when required and improving the performance of the existing people to make them more effective on their jobs.

Manpower management thus starts with manpower planning. It is necessary to forecast the manpower needs. This first done by studying three types of forecasts.

1. The economic forecast;

2. The company’s sales and expansion forecast and

3. The