HR Planning & Recruiting.

Summary

In this lesson, Miss Knight explores the crucial role of human resource planning and recruitment in organizations. She discusses the importance of recruiting the right candidates, both internally and externally, and outlines the process involved. This includes human resource planning, forecasting, choosing recruitment strategies, and evaluating the effectiveness of recruitment methods. Miss Knight also highlights the stages of hiring, from job description development to finalizing the candidate, and addresses recruitment costs and tools used in the process. The lesson emphasizes the strategic approach required for successful recruitment and how HR contributes to the overall success of an organization.

Takeaways

• 😀 HR is essential for hiring and firing the right people in an organization.
• 😀 Recruitment is the process of finding and hiring the right candidates, either from within the organization or externally.
• 😀 Internal recruitment involves filling positions from within the organization, such as promotions, while external recruitment brings in new perspectives from outside.
• 😀 The choice between internal and external recruitment depends on the organization's needs and the performance of current employees.
• 😀 Human resource planning involves forecasting the number of employees needed in the future, focusing on demand, supply, and action plans.
• 😀 The recruitment strategy involves determining the best method and planning the series of activities to hire candidates.
• 😀 Evaluating recruitment sources helps organizations decide whether to focus on internal or external recruitment.
• 😀 The implementation stage is where recruitment methods and strategies are put into action, and sources are finalized.
• 😀 Feedback and control ensure the recruitment process is evaluated and improved for effectiveness.
• 😀 The recruitment process involves several stages, including identifying needs, developing job descriptions, posting positions, sourcing candidates, conducting interviews, and finalizing offers.
• 😀 Recruitment costs can be high, with agency fees and candidate expenses often reaching 1,000 or more, prompting organizations to seek cost-effective channels like job boards and government collaborations.

Q & A

What is Human Resource (HR) planning and why is it important?

Human Resource (HR) planning is the process of forecasting an organization's future employee needs. It ensures that the organization has the right number of employees with the appropriate skills. HR planning is essential for effective recruitment and the overall functioning of an organization.

What are the two types of recruitment discussed in the script?

The two types of recruitment discussed are internal and external recruitment. Internal recruitment involves filling job vacancies from within the organization, such as through promotions, while external recruitment brings in new talent from outside the organization.

How does internal recruitment benefit an organization?

Internal recruitment benefits an organization by promoting existing employees, which can lead to higher employee morale and retention. It also helps organizations save time and costs compared to hiring from outside.

When is external recruitment preferred over internal recruitment?

External recruitment is preferred when the organization needs fresh perspectives, new skills, or knowledge that cannot be found within the current workforce. It is also used when the organization is expanding or has high turnover.

What is the first step in the recruitment process, according to the script?

The first step in the recruitment process is Human Resource planning, which involves forecasting the number of employees needed and planning accordingly based on demand, supply, and action plans.

What does the demand aspect of human resource planning refer to?

The demand aspect of HR planning refers to estimating how many employees will be needed in the future. It helps in determining staffing requirements based on organizational growth or changes.

What is the difference between internal and external supply in HR planning?

Internal supply refers to employees within the organization who may be promoted or transferred to new positions. External supply involves hiring new employees from outside the organization through recruitment channels like social media or recruitment agencies.

What are the key stages of the recruitment process outlined in the script?

The key stages of the recruitment process are: 1) Human Resource Planning, 2) Determination of Strategy (choosing recruitment methods), 3) Evaluation of Sources (internal vs. external recruitment), 4) Implementation of Recruitment Methods, and 5) Feedback and Control (evaluating and enhancing the process).

What are some tools and platforms used for recruitment as mentioned in the transcript?

The transcript mentions several tools and platforms used for recruitment, including JobStreet, Moodle, social media (e.g., Facebook), government bodies like Job Malaysia, and recruitment agencies.

How does an organization assess if it is hiring the right candidate during the recruitment process?

An organization assesses candidates through interviews and qualifications checks, aiming to evaluate their skills, personal characteristics, and how well they match the job requirements.