Unit 1 Flashcards
List 4 functions of Human Resource Planning/Manpower
- Forecasting for the Future
- Training the employees
- Recruitment and Selection
- Understanding the Existing Workforce
Manpower Planning Process
- Access Current Manpower Strength
- Forecast HR Demand and Supply
- Identify Talent Gaps and Develop them
- Integrate plan then Review then Evaluate
External Environmental Factors
- Government Regulations
- Economic Conditions
- Workforce Demographic (Social)
- Technological Advancements
Internal Environmental Factors
- Organisation Strategic Objectives (Succession Planning, Workforce Mobility Employee Engagement, Executive Leadership)
- Organisation Workforce Make Up
- Organisation Culture
Talent Acquisition Process
- Maintain Proper Staffing Level
- Close Skills Gap
- Meet Organisation Target
- Anticipate Future Needs
Outcomes in Poor Talent Acquisition
- Wasted Resources (Financial and Non-Financial)
- Lower Staff Morale
- Loss in Staff Confidence
Examples of Financial Loss
Poor individual or Poor Performance translates to waste in the form of individual’s salary
Examples of Non-Financial Loss
Damage company reputation
Additional time to invested to correct errors made
Loss of potential sales deals
Compensation made for errors by the hire
Recruitment Process
- Recruitment Planning
- Strategy Development
- Sourcing
- Screening
- Evaluation
Types of Internal Sourcing
- Employee Referral
- Transfer
- Promotion
Types of External Sourcing (7)
- Media Advertisement
- Direct Recruitment
- Educational Institutions
- Recruitment Agencies
- Walk-Ins
- Management Consultants
- E-Recruiting
Factors to Consider when Using External Sources of Recruitment
- Suitability for the position
- Timeline for Recruitment
- Cost of Recruitment
- Reliability of Sources
- Extensiveness of Geographical Coverage
The elements of Job Description (6)
- Task and Responsibilities
- Performance Standards
- Management Expectations
- Job-Related Skills
- Scope and Limits of Authority
- Relationships
Understanding the existing workforce
Determine the background, skill set or other elements of a workforce to have an idea of a pool talent a company has
Forecasting For The Future
Understand future trends and which type of employee would suit best for their organisation
Recruitment and Selection
Candidates with better qualifications, skill set and experience are shortlisted
Training the employees
Trained to have the best skills and understanding current job and future requirements
Ways to maintain proper staffing level
- Service
- Safety
- Morale
- Monitoring
Ways to close skill gap
- Hire older workers
2. Support Multiple Training Pathways
Hire older workers
To reach a diverse pool of candidates
Support Multiple Training Pathways
Develop programmes that ensure people are provided with sustainable careers
Meet Organisation Targets
Develop current talent pool to achieve organisation KPI
Anticipate Future Needs
Assess past trends, evaluate existing situation and future events
Access Current Manpower Strength
Analyse HR strength, issues they face and areas changes are needed
Forecast HR Demand and Supply
HR need to understand goals of organisation, market trends and new technologies
Identify talent gap and develop them
Consider if current employees being utilised in the right areas or other skills be better suited to different roles
Integrate Plan then review then evaluate (2)
- Integrate plan with organisational strategy
2. Review the plan to make corrections and amendments
Government Regulations
HR needs to stay within the law
Without adhering, company can be fined causing it to shut down
Economic Conditions (2)
- Current economy can affect ability to hire
2. Create a plan when there is economic downturn
Technological Advancements
Technology help to downsize to save money as a job can be reduced to single person
Workforce Demographics (2)
- Attract new set of candidates
2. Hire in a different way and offer compensation packages that work for younger generation
Organisation Strategic Objectives
The four objectives include Succession Planning Workforce Mobility Employee Engagement Executive Leadership
Organisation Culture (5)
Empowered culture, Sales Culture, Customer Centric Culture, Culture of Leadership Excellence, Safety Culture
Organisation Current Workforce Makeup
SME: Hire a local workforce due to specific requirement
MNC: Hire a diverse workforce as there is an assent in having diverse global workforce
Ethical Standards in Talent Acquisition
- Legislation
- Employer
- Employee
Process of Recruitment (5)
- Recruitment Planning
- Strategy Development
- Sourcing
- Screening
- Evaluation
Recruitment Planning
Set target how many type of job applicants will be needed to fill those roles created
Strategy Development
Decide to hire less skilled employees and invest on training or hire skilled professional who already knows the rope but ask for higher pay
Sourcing
Collecting relevant data about qualified candidates
Screening
Closely review candidates
Evaluation
Number of applications received
Number of qualified applications
Comments/Remarks on the job advertisement posted
Procedures for obtaining access accurate job description for a job role (7)
- Get the Job title right
- Start with a short and engaging overview
- Avoid exaggerations, Keep it factual
- Focus Responsibilities and growth/development
- Involve current employee
- Create urgency for the position
- Include the culture of the organisation
