STAFFING / Human Resource PlanningModule-4

Story

How the emperor chose his successor?

Trends in Recruitment

• Poaching/Raiding

Pepsi –Cola war

Facebook- Google war

• Outsourcing

• E- recruitment

• Temporary staffing

Staffing

• Process of hiring and developing the required personnel to fill in various positions in the organisation.

• It involves estimating the number and type of personnel required, recruiting and developing them, maintaining and improving their competence and performance.

SITUATIONAL FACTORS AFFECTING STAFFING

EXTERNAL INTERNAL

Nature of competition for HR Organisational Business Plan

Legal factors Size of Organisation

Socio-cultural factors Organisational image

External influences Past practices(son of the soil)

Recruitment

“Process of searching for prospective employees & stimulating and encouraging them to apply for jobs in an organisation. It is often termed positive as it stimulates people to apply for jobs to increase the hiring ratio i.e., the number of applicants for a job.”

Flipo

SOURCES OF RECRUITMENT

Internal External

Present employees Advertisement

promotions Employment exchanges

transfers Campus recruitment

Displaced persons

Radio/ TV

Acquisition & Mergers

Walk-in

Write-in

Consultancies

Competitors

Employee references

ARCELOR- MITTAL CONTROVERSY    

French government was against the deal because of worries over its 28000 Arcelor employees.

2009: Arcelor Mittal decided to indefinitely layoff nearly

1,000 employees at its Indiana Harbour facility.

SELECTION• Making a final choice from the pool of

available candidates.

A series of steps by which candidates are screened and the most suitable one is chosen to fill the vacancy in an organisation.

process of differentiating between applicants in order to identify & hire those with a greater likelihood of success in a job.

Recruitment is a positive process

While

Selection is a negative process

STEPS IN SELECTION/ SELECTION PROCESS/SELECTION INSTRUMENTS

External Environment

Internal Environment

Development of bases for selection ( job analysis, Human Resource Plan)

Receipt of applications from candidate

Written test

Rejected Preliminary review or preliminary interview (business games)

Selection Test (psychological test)

applicants Final interview

Cross verification (reference & background analysis)

Physical or medical check up

Communication of selection (job offer)

Formal appointment

Selection Test (psychological test)1. Aptitude tests 6. other tests

IQ test Cognitive ability test

Emotional Quotient Wechsler adult Intelligence Scale

Skills test Wonderlic Personnel Tests

Mechanical Aptitude Polygraph Test

Psychomotor tests Honesty test

Clerical Aptitude tests

2. Achievement TestsJob Knowledge test

Work Sample Test

3. Situational testsGroup discussions

in Basket

4. Interest test

5. Personality testThematic appreciation test(TAT)

Ink-Blot test

HOW DO YOU INTERPRET THIS PICTURE?

THEMATIC INTERPRETATION TEST

Ink-Blot test

Types of Interview1. Preliminary interview

Informal interview

Unstructured interview

2. Core Interview

Background information interview

Job and probing Interview

Stress Interview

The group discussion Interview

Formal and structured Interview

Panel Interview

Depth Interview

3. Decision- Making Interview

Organisation Charts

• Graphical portrayal of the various positions in the enterprise and the formal relationships, among them.

• Blue print of the company’s organisation structure.

Types of Organisation Charts1. Vertical charts

General Manager

Manager Finance Manager Personnel

Manager Production Manager Marketing

Production Engineer Sales Officer

Foreman Sales Supervisor

Workers Salesperson

Horizontal charts

Production PRODUCT

Manager MANAGER 1

Board MD GM Marketing PRODUCT

of Directors Manager MANAGER 1

PRODUCT

MANAGER 1

Finance

Manager

3. Circular charts

Finance Production

manager manager

CEOPersonnel Marketing

manager manager

Organisational Mannuals

• Description / additional information of various jobs that may be listed only by title on the charts.

Types of Organisational Mannuals

• Policy manual

• Company manual

• Operational and functional level manual

• Departmental manual

• Rules and regulations manual

Policy manual

• Basic policies of the company

• Limitations within which managerial actions can take place

• Decisions & resolutions of top management

• Guide to action

Company manual

• Duties & responsibilities of various departments/ managers

• Outline of the formal chain of command

• Lines of promotion in the company

Operational and functional level manual

• Standards, procedures and methods for various jobs

• Procedures and practices for employees

Departmental manual

• Policies and procedures of a department

production manual

marketing manual

sales manual

Rules and regulations manual

• Working hours• Timings• Leave• Canteen• Library• Recreation• Group insurance• Hospitalisation• Housing• safety

ARTICLE- Companies grill candidates on real-life situations to call out bluffSource: http://economictimes.indiatimes.com

Organisations no longer want people who have mastered their theories; they would rather have real people who have suffered failures and worked on them.

Behaviour-based questioning are increasingly used to zero in on the right candidate.

ARTICLE

Yahoo!, which mostly recruits technical staff, uses puzzles and real-life situations during interviews.

Omnitech InfoSolutions and Nihilent Technologies ask candidates to deliver a presentation to a group, often openly hostile.

AEGON Religare often visits the homes of potential employees, while ICICI Prudential Life Insurance tells them the hard truths to check motivation levels.