Hr Analysis

Human Resource Planning

Steps in Recruitment and Selection Process

The recruitment and selection process is a series of hurdles aimed at selecting the best candidate for the job.

Figure 5–1

Planning and Forecasting



Employment or personnel planning

– The process of deciding what positions the firm will have to fill, and how to fill them.



Succession planning

– The process of deciding how to fill the company’s most important executive jobs.



What to forecast?

– Overall personnel needs – The supply of inside candidates – The supply of outside candidates

Linking Employer’s Strategy to Plans

Human Resource Planning

Product Demand

Labor Productivity Internal External Labor Market Labor Market

Labor Demand

Labor Supply

Conditions and Select Responses

1. Labor Demand Exceeds Labor Supply •Training or retraining •Succession planning •Promotion from within •Subcontracting •Recruitment from outside •Use of overtime •Use of part-timers or temporary workers 2. Labor Supply Exceeds Labor Demand •Pay cuts •Layoffs •Reduced hours •Work Sharing •Voluntary early retirements •Inducements to quit (for example, severance pay) 3. Labor Demand Equals Labor Supply •Replacement of quits from inside or outside •Internal transfers and redeployment

Forecasting Personnel Needs



Trend analysis

– The study of a firm’s past employment needs over a period of years to predict future needs.



Ratio analysis

– A forecasting technique for determining future staff needs by using ratios between a causal factor and the number of employees needed. – Assumes that the relationship between the causal factor and staffing needs is constant

The Scatter Plot



Scatter plot

– A graphical method used to help identify the relationship between two variables.

Size of Hospital (Number of Beds)

200

Number of Registered Nurses

240

300

400

260

470

500

600

500

620

700

800

660

820

900

860

Determining the...