Learning Objectives
- Discuss the need for forecasting human resource needs and techniques for forecasting.
- Be able to explain the steps to an effective recruitment strategy.
- Be able to develop a job analysis and job description.
The recruitment process is an important part of human resource management (HRM). It isn’t done without proper strategic planning. Recruitment is defined as a process that provides the organization with a pool of qualified job candidates from which to choose. Before companies recruit, they must implement proper staffing plans and forecasting to determine how many people they will need. The basis of the forecast will be the annual budget of the organization and the short- to long-term plans of the organization—for example, the possibility of expansion. In addition to this, the organizational life cycle will be a factor. Organization life cycle is discussed in "Developing and Implementing Strategic HRM Planss". Forecasting is based on both internal and external factors. Internal factors include the following:
- Budget constraints
- Expected or trend of employee separations
- Production levels
- Sales increases or decreases
- Global expansion plans
External factors might include the following:
- Changes in technology
- Changes in laws
- Unemployment rates
- Shifts in population Shifts in urban, suburban, and rural areas
- Competition
Once the forecasting data are gathered and analyzed, the HR professional can see where gaps exist and then begin to recruit individuals with the right skills, education, and backgrounds. This section will discuss this step in HR planning.
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