Personal planning recruiting

Personnel Planning and Recruiting
Personnel planning are the first step in the
recruiting and selection process. It is the process
of determining an organization’s human resource
needs. By such planning an organization ensures
that it has right number and kinds of people.
Employment or personnel planning is the process of
deciding what positions the firm will have to fill
and how to fill them.

Forecasting Methods Used in Personnel Planning
and Recruiting

Proactive planning for personnel needs helps to
ensure future organizational success.
Human-resources departments plan for future
staffing requirements based on the forecasting of
positions the company must fill to meet future
needs. Forecasts are based on the estimated
demands for products and services. Therefore,
revenues are determined first and staffing plans
developed accordingly. Forecasts of demand are
calculated based on company-wide needs or
individual units. Three possible areas to forecast
are anticipated personnel headcount, the present
supply of internal candidates and the supply of
external candidates.
Personnel Needs
Trend analysis is used to review the past
employment needs to predict future needs. There
are two ways used most frequently in trend
analysis. The first is computing the number of
employees at the end of a certain number of
years. The second way is the number of employees
in a certain function (i.e. sales, marketing, human
resources, finance and administrative). Sometimes,
it is best to use both methods to cover all bases.
Present Supply of Internal Candidates
Qualification inventories are one way of forecasting
inside candidates. A list of employees, their
education, any internal training, special skills, and
succession planning for promotion is beneficial to
the future planning. A second method is referred
to as personnel replacement. This is defined as the
employee's present performance and the desire
for promotion to additional positions based on
performance, skills and experience.
Related Reading: Statistical Methods of Sales
Forecasting
Future Supply of External Candidates
There are numerous factors to consider for
external candidates. They include the geographic
area of the company, potential candidates
graduating from high school or college, individuals
entering or leaving the workforce, the level of
skills and experience required to perform the
internal jobs and the competing employers for the
same skill set. This information is beneficial in
determining competitive benefits and salary
offerings.
Researching Internal and External Staffing
Resources
Obtaining candidates to meet future needs is an
important part of the forecasting process. Internal
postings can build morale as employees appreciate
the opportunity to move up in the organization.
Employee-referral programs can be beneficial in
bringing qualified people into the organization. Top
performers tend to know other top performers,
and a cash award is motivation to present
employees to recommend these qualified
candidates. Other external-staffing resources
include temporary agencies, colleges, job boards
and social-networking sites.