1)

Designing a manpower plan and a recruitment plan.

MANPOWER PLANNING

Manpower Planning which is also called as Human Resource Planning consists of putting right number of people, right kind of people at the right place, right time, doing the right things for which they are suited for the achievement of goals of the organization. Human Resource Planning has got an important place in the arena of industrialization. Human Resource Planning has to be a systems approach and is carried out in a set procedure. The procedure is as follows. Analyzing the current manpower inventory Making future manpower forecasts Developing employment programmers Design training programmers
RECRUITMENT PLAN

Example of recruitment plan 1. Quantity of recruitment Identify number of employee / staff recruited per department Design a table with columns: No, department, Position, Number of employee, date got new employee, remarks 2. Design of recruitment materials Testing tools for the above positions are available? If not, company should have plan to fulfill above materials Job description of the above positions are available? 3. Sources of recruitment You should design a table with columns: No, position, channel, budget, who follow? Remark. You can identify recruitment sources by internal or external

 What are channels for recruitment? You should identify suitable channel for each position. 4. Selection plan Who receive CVs? and when do? Who review CVs? and when do? Who organize to check professional and skills of candidate? and when do? Who interview? and when do? Who make final decision? and when do? You should design a table with columns: No, working contents, who follow, who support, date, remark. 5. Recruitment budget Identify what is budget of this recruitment.

2) Suggesting the most appropriate sources (internal and external) for recruiting the candidates.

Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization. Recruitment is the activity that links the employers and the job seekers.
RECRUITMENT NEEDS ARE OF THREE TYPES PLANNED

i.e. the needs arising from changes in organization and retirement policy.
ANTICIPATED

Anticipated needs are those movements in personnel, which an organization can predict by studying trends in internal and external environment.
UNEXPECTED

Resignation, deaths, accidents, illness give rise to unexpected needs.

Purpose & Importance Of Recruitment

Attract and encourage more and more candidates to apply in the organization.Create a talent pool of candidates to enable the selection of best candidates for the organization.Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities. Recruitment is the process which links the employers with the employees.Increase the pool of job candidates at minimum cost.Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants.Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time. Meet the organizations legal and social obligations regarding the composition of its work force.Begin identifying and preparing potential job applicants who will be appropriate candidates.Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants.

Recruitment Process

The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organizations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. A general recruitment process is as follows: Identifying the vacancy: The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company. These contain Posts to be filled Number of persons Duties to be performed Qualifications required Preparing the job description and person specification. Locating and developing the sources of required number and type of employees (Advertising etc). Short-listing and identifying the prospective employee with required characteristics. Arranging the interviews with the selected candidates. Conducting the interview and decision making.

1. Identify vacancy 2.Prepare job description and person specification 3.Advertising the vacancy 4.Managing the response 5.Short-listing 6.Arrange interviews 7.Conducting interview and decision making The recruitment process is immediately followed by the selection process i.e. the final interviews and the decision making, conveying the decision and the appointment formalities.

Sources Of Recruitment Every organization has the option of choosing the candidates for its recruitment processes from two kinds of sources: internal and external sources. The sources within the organization itself (like transfer of employees from one department to other, promotions) to fill a position are known as the internal sources of recruitment. Recruitment candidates from all the other sources (like outsourcing agencies etc.) are known as the external sources of recruitment.

Source of recruitment

Internal Sources Of Recruitment 1. TRANSFERS

The employees are transferred from one department to another according to their efficiency and experience. 2.PROMOTIONS The employees are promoted from one department to another with more benefits and greater responsibility based on efficiency and experience. 3. Others are Upgrading and Demotion of present employees according to their performance. 4. Retired and Retrenched employees may also be recruited once again in case of shortage of qualified personnel or increase in load of work. Recruitment such people save time and costs of the organizations as the people are already aware of the organizational culture and the policies and procedures. 5. The dependents and relatives of Deceased employees and Disabled employees are also done by many companies so that the members of the family do not become dependent on the mercy of others.
Merits & Demerits: Internal vs. External Recruiting

Internal recruiting is the search for in-house employees who have the abilities and the attitudes to fulfill the requirements needed and to help the organization achieve its objectives.Although internal recruiting is often neglected, and the Internet hardly offers any useful discussions for this recruiting strategy, it is crucial not to overlook this strategy. The discussion of internal recruiting provides the advantages and disadvantages of this recruiting technique in comparison to the external method.
Advantages of internal recruiting: Recruiting costs

: Since the recruiting machinery is focused on an already existing pool of employees to filla vacant position, and therefore selection and socializing processes are less time and dollar consuming,internal recruiting tends to be less expensive than external recruiting. Motivation The prospect of potential promotion or transfers provides a clear sign to the current work force that the organization offers room for advancement. This addresses the employee's need for self-achievements.

 Familiarity

The familiarity of the employee has a two-side effect: On the one hand the employee is familiar with the organization's policies, procedures, and customs. At the same time, the organization has established an employment history showing the workers formal and informal skills and abilities. Disadvantages of internal recruiting Inbreeding : One drawback of extensive internal recruiting is the reduced likelihood of innovation and new perspectives. A lack of new employees from the outsides leads to a lack of new ideas and approaches. EEO Criteria A use of the internal pool for the consideration of vacant positions can lead to conflicts with the Equal Employment Opportunity Commission. The organization has to ensure and continuously check its balance of a diverse workforce. This has to relate to the organizations legal, political and geographical environment. More training Internal recruiting demands a higher degree of employee training. In order to develop the skills needed to train the current workforce in new processes and technologies, the organization has to provide a more expensive training program.