Human Resource Planning

Introduction

Recruitment has become increasingly important within the new competitive environment.
Mistakes from line or senior managers can create oppotunity costs for a firm.
The objective of recruitment is to employ the right worker at the right time for the right job and to allow him or her to be productive.
Recruitment methods are now changing.
People are now using:
- The internet
- Specialized global recruitment agencies
- Social Networking
- Psychological profiling and psychometric testing
- Longer interview- some over a number of days.
These are designed to minimize the chance of poor appointment.

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Recruitment has a number of different purposes:
- Looking for workers or new managers in addition to current staff.
- Covering contingencies such as staff illness, leave, sabbaticals or seasonal factors.
- Promoting line managers or heads of department or divisions

Internal and External Recruitment:

Internal:

Can be a powerful motivating factor for young managers wanting to move upwards
Cheaper, but may encourage firms to be too inward-looking, thus no now ideas and perspectives.
Encourage informal network and groups that champion their own selections.

External:

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Appraisals jugde performances but can also be highly motivating for both employess and employers

Positive Consequences:

The employer has the opportunity to restate objectives and vision for the company.
The employer can praise high-performing workers and reaffirm their role in the future of the organization, thus aiding the retention of key workers.
The employee may get a chance to voice concerns about the organization's direction, giving them an opportunity to channel frustration. Management hear about 'grass-roots' problems and are able to pre-empt future conflict.

Many companies leave appraisal process to the end of the financial year. Others are more flexible, but it depends on the organisation.

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