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    Human Resource Planning &

    Recruitment

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    Division of Chapters

    Current Chapter

    Personnel Planning & Recruiting Techniques

    Chapter 6

    Selection techniques, tests, background checks

    and physical exams

    Chapter 7

    Interviewing

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    Concepts to be Discussed

    HRPPlanning & Forecasting

    Tools for projecting personnel needs

    Choice of Internal or External Candidates

    Recruitment

    Issues in Recruitment

    Measuring Recruitment Effectiveness

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    Planning & Forecasting

    Personnel Planning Once JD & JS is made, the next step is filling positions

    Hence, Personnel Planning or HRP But what is HRP?

    It is a process of deciding what positions the firm will have to fill

    This should flow out of strategic plans

    Big QtPosition filling through Internal or External Candidates

    Some important factors in forecasting personnel needs Changes in Strategy

    Mergers & Acquisitions

    Revenue forecasts

    Projected turnover

    Upgrade & downgrading products Technological changes

    Departmental financial resources

    Etc..

    HRP & Succession Planning?

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    Indian Banking IndustryShort on Manpower Planning

    For next 10 years Indian Banks will require 1 million people to keep theirbranches running

    In year 2013-149 Chairmen & MDs are retiring

    Govt has relaxed norms for recruiting executive directorsEarlier 2 yearsof tenure; now 6 months are enough.

    In next 4 years : 80% of General Managers

    67% of Deputy General Managers

    58% of Assistant General Managers 44% of Chief Managers

    Will retire

    Employee cost at PSB is 150 times of Pvt Sector

    Factors keeping PSB at disadvantage are : Compensation Package

    Skill Set Skewed Age Profile

    Restrictive Deployment

    PMS

    Most Banks rely on B-Schools to recruit fresh talent

    Khandelwal Committee & Alok Nigam Committee2/26/2014 HRM 5

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    Steel IndustryLacking Sufficient Leaders

    Chandra Shekhar Verma Chairman SAIL

    Chairman & MD NMDC

    SAIL & NMDC Both are governed by Steel Ministry

    SAIL Primarily Steel Producer

    Also has iron ore mines(2ndLargest in India)

    NMDC Iron Ore Producer (Largest in India)

    Also thinking of starting Steel Plants

    Can there be one Chairman & MD for Both?

    Think of Aviation Industry Air India & AAI

    Airport Regulator

    Steel Industry Pricing Fixing

    No Regulator, only Ministry2/26/2014 HRM 6

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    Personnel Plans - Steps

    3 steps :

    Personnel Needs

    Supply of Inside Candidate

    Supply of Outside Candidates

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    Forecasting Personnel Needs - Tools

    Trend Analysis Study of firms past employment needs over a period of years to

    predict future needs Variants : Sub-group based, Yearly or Half-yearly etcetc..

    Ratio Analysis Forecasting future staffing needs based on historical ratios

    Issue of Causality

    Ex : Salesman & Sales volume Scatter Plot

    Graphical method to identify relationship between 2 variables

    Ex : Business growth & Staffing level

    Linear Regression

    Multiple Regression Computerized Forecast

    Where to use? Big Organizations

    Organizations in Dynamic Environment

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    Forecasting Supply of Candidates :-

    Inside & Outside

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    Forecasting Supply of Inside Candidates

    Main tasks over here:

    Which current employees are eligible for posts?

    Hence, Qualification Inventories!

    Charts in Organization

    Personnel Replacement Chart

    Position Replacement Chart

    Computerized Information System

    SAP, PeopleSoft

    Matters of Privacy

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    Forecasting Supply of Outside Candidates

    Factors affecting supply of outside candidates

    Willingness to join

    Ability to pay

    Qualification/Geography

    Receptionist

    Faculty

    Director

    Unemployment rates Demand/Supply

    Etc..

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    Winners of Golden Peacock Hr Excellence Award 2012

    Name of the company Sector

    Tata Motors Ltd Jamshedpur Automobile

    Central Bank of India Mumbai Banking

    Infosys BPO Bangalore

    Mahindra & Mahindra Financial Service

    ltd, Mumbai

    Financial Services

    Bangalore traffic Police Govt

    Birla Sun life Company Pvt Ltd Mumbai Insurance

    CMC Ltd New Delhi IT/ITESReliance Industries Jamnagar Oil & Gas

    SAIL Bokaro Steel

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    2/26/2014 13HRM

    http://comics.com/working_it_out/2010-11-11/http://comics.com/working_it_out/2010-11-11/
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    Recruitment

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    What is Recruitment?

    Employee Recruitment It is finding and attracting applicants for the

    employers open positions

    Generating pool of candidates for the job

    How you will attract job candidates? Whatmeans you will use to attract job candidates? Job Posting or Job Advertising

    It is an act of informing potential recruits about jobopenings

    Before you go for Job Posting what needs to be

    clear at your end? Requirements of Job and kind of person required for

    job (Job AnalysisJD & JS)

    RJP

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    Realistic Job Preview

    Traditional Preview

    Sets Initial Job Expectations too high

    Job is typically viewed as attractive,

    stimulating, and challenging

    High rate of acceptance of job offers

    Work experience disconfirms

    expectations

    Dissatisfaction and realization that jobis not matched to needs

    Low job survival, dissatisfaction,

    frequent thoughts of quitting

    2/26/2014 HRM 16

    Realistic preview

    Sets Job Expectation realistically

    Job may or may not be attractive,

    depending on individuals need

    Some accept, some reject the offer

    Work experience conforms expectation

    Satisfaction; needs matched to job

    High job survival, satisfaction, infrequent

    thoughts of quitting

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    What factors will affect Recruitment

    Process?

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    Factors affecting Recruitment Process?

    External Factors

    Government / Union Restrictions

    Reservations, Quotas, Age Limits, Type of Workers, Etc.

    Labor Market Conditions

    Unemployment Rate

    Composition of Labor Force

    Diversity Issues & Compliance

    Location of Organization

    Urban, Rural, Semi-Urban,..Etc..

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    Factors affecting Recruitment?

    Internal Factors : Orgsview about Recruiting?

    Organizations Policies & Practices Promotion from within

    Nepotism

    Diversity Consciousness

    Organizations Image Potential Employees view of Recruiting

    Preference of Recruits

    Geographic Preferences

    Salary

    Status (Education Base)

    Choice of occupation

    Choice of Organization in that Occupation

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    Methods of Recruiting Candidates

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    Recruiting Internal Candidates

    Finding internal candidates Job posting

    Succession planning

    Talent management

    Rehiring

    Internal Sources : Pros Knowledge about candidates strengths & weaknesses

    Will lead to more commitment

    Morale increase

    Will require less orientation Cons

    May not be selected & hence demoralized

    Inbreeding

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    Recruiting Outside Candidates

    Internet

    Employment agencies Government employment exchange

    Private agencies

    Temp agencies

    Executive recruiters

    On demand recruiting services

    College recruiting

    Referrals & Walk-ins

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    Recruitment Ad

    Help Wanted

    Telephone Sales

    Women, age 25-40, needed for telephone sales.

    Must have high school diploma and good creditrating. Call Mr Smith at Acme Manufacturing

    Co.Inc., 555-3333

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    Recruitment Ad

    Help Wanted

    Telephone Sales

    Women, age 25-40, needed for telephone sales.

    Must have high school diploma and good creditrating. Call Mr Smith at Acme Manufacturing

    Co.Inc., 555-3333

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    Recruitment Ad

    Help Wanted : Telephone Sales

    Women(Not a bonafide occupationalqualification),

    age 25-40(is age requirement a business

    necessity? If not than you are subject to bias suit),

    needed for telephone sales.

    Must have high school diploma(is it necessary for

    successful job performance? Can you prove it?)

    and good credit rating(is the persons credit ratingimportant for telephone sales? Think). Call Mr

    Smith at Acme Manufacturing Co.Inc., 555-3333

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    Assignment

    Construct a Recruitment Ad

    For a Managerial Position

    For Best Employer to work for

    Groups : IBE

    Deadline : 30/1/13 till 5 PM

    Mode of Submission PPT

    Through [email protected]

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    Off-Shoring/Outsourcing Recruitment

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    Off-Shoring/Outsourcing Recruitment

    Issues : Instability in Country

    Cultural Misunderstandings

    Security &Privacy Concerns Credit or Debit Card Number

    Foreign Contract, Liability & Legal Systems

    Dealing with Contractual Agencies Requirement of Specialized Training

    Recruiting a Diverse Workforce Single parents

    Movie Suggestion : Erin Brokovich

    Older Workers

    Recruiting minorities and women

    Differently-abled

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    Measuring Recruiting Effectiveness

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    Measuring Recruiting Effectiveness

    What to measure?

    How many applicants did we generate through

    each recruitment sources?

    Quality of candidates also

    How to measure?

    Assess applicants from each source on various

    parameters!

    Recruitment yield pyramid

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    Recruitment Yield Pyramid

    Ratios :

    Lead generation : Invitation

    Invited candidates : Interviewed Candidates

    Interviewed Candidates : Offers Made

    Offer Made : Actual Hires

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    New

    Hires

    Offers Made

    Candidates Interviewed

    Candidates Invited

    Leads Generated

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    Cost-Benefit Analysis of Recruitment

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    Cost Benefit Analysis : Recruitment

    The formula :

    QH = (PR+HP+HR)/N

    QHQuality of recruits Hired

    PRAverage Job Performance Rating

    HP - % of new hirees promoted within a year

    HR - % of new hirees retained within a year NNumber of indicators used

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    So, What all goes in process of

    Recruitment?

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    What all goes in process of recruitment?

    Identifying position Generating JD & JS

    Constructing an ad

    Choosing the media Deciding on recruitment agencies

    Filling the position

    Getting the person on board

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    10 Best Jobs in 2012CNBC.com

    10. Mathematician - $99,191

    9. Computer System Analyst$78,1488. Online Advertising Manager - $87,255

    7. Occupational therapist - $72,110(New)

    6. Audiologist - $67,1375. Financial Planner - $1,04,167

    4. Dental Hygienist - $68,109

    3. HR Manager(Surprise) - $99,102(New)2. Actuary - $88,202

    1. Software Engineer - $88142

    2/26/2014 HRM 37

    ld b

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    Worlds greatest jobs

    Bike Ride Photographer for Google Maps

    Director of Fun at the museum

    Game Tester

    Candy tester

    Wine tester & Blogger

    Resort waterslide tester

    Luxury bed tester Paradise Island Care taker

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    Concepts that were discussed

    HRPPlanning & Forecasting

    Tools for projecting personnel needs Trend Analysis

    Ratio Analysis

    Scatter Plot

    Choice of Internal or External Candidates

    Recruitment What is recruitment?

    Factors affecting recruitment?

    Methods of recruitment

    RJPs Measuring Recruitment Effectiveness

    Recruitment Yield Pyramid

    Cost Benefit Analysis of Recruitment

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    Know your Law

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    The Maternity Benefit Act, 1961

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    Maternity Benefit Act, 1961

    Object of Act

    To protect the dignity of motherhood by providing

    for the full and healthy maintenance of woman

    and her child when she is not working

    Applicability of Act

    It applies to every establishment, being factory,

    mine or plantation in which 10 or more peoplewere employed in previous 12 months

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    Conditions for Eligibility of Benefits

    Conditions for eligibility of benefits Women, whether married or unmarried, are eligible

    for maternity benefits when she is expecting a child

    She should have worked for her employer for at least80 days in last 12 months

    Display of Act

    Employer must display Maternity Benefit Act, 1961 in

    local languages for employees Failure to display will lead to imprisonment extending

    upto 1 year or fine

    2/26/2014 43HRM

    Conditions for Claiming Benefits

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    Conditions for claiming benefits: 10 weeks before the date of her expected delivery, she

    may ask for lighter workload. At this stage certificate ofpregnancy must be produced

    Written notice to employer 7 weeks before expected dateof delivery that she will be absent from work (6 weeksbefore & 6 weeks after)

    She should mention name of person to whom paymentwill be made on her behalf

    Payment for 6 weeks before delivery should be givenbefore hand

    Payment of 6 weeks after delivery should be given within48 hours. Proof of child birth need to given at this stage

    She will be given 2 nursing breaks (15 mts each) to nursethe child, till the child is 15 months old

    Her employer cannot discharge her or change herconditions of service while she is on maternity leave

    2/26/2014 44HRM

    C h B fit

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    Cash Benefits

    Cash Benefits

    Leave with average pay for 6 weeks before thedelivery

    Leave with average pay for 6 weeks after thedelivery

    Medical bonus of 25 Rs, if employer does notprovide free medical care to women

    Additional leave with pay up to 1 month in case ofillness, miscarriage or premature birth due to

    pregnancy In case of Miscarriage, 6 weeks leave with average

    pay from the date of miscarriage

    2/26/2014 45HRM

    h f / l

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    Non Cash Benefits/Privileges

    Light work for 10 weeks before the date of

    delivery, if she asks for it 2 nursing breaks until child is 15 months old

    No Dismissal or Discharge while she is onmaternity leave

    No changes in conditions of work while onmaternity leave

    Pregnant women discharge or dismissed may still

    claim maternity benefit from the employer Exception

    Women dismissed for gross misconduct lose theirright under the act for Maternity Benefit

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    Forfeiture of Maternity Benefit

    If women works in establishment during her

    leave period than she shall forfeit her claim to

    the maternity benefit for such period

    Penalty

    If employer fails to pay any amount or

    Discharges and dismisses women employee

    Jail3 months to 1 year

    Fine2000 Rs to 5000 Rs

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    Thanks