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Introduction, Aim and Limitation of HRM Planning and Recruitment
Introduction, Aim and Limitation of HRM Planning and Recruitment
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Contents
Introduction ..............................................................................…1
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2.2The aims of recruitment ................................................................................4
Conclusion....................................................................................9
Reference ....................................................................................10
Introduction
The management of the employees is the key factors in the coordination and general management
of work organizations .Human resource management present significant issues for the analysis and
the human resource management for it is the plan before the implement. The recruitment is also
the necessary part of the human resource management. This easy will analyze the aims and
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Human resource planning, as a conception which is developed from the “manpower planning”,
emerged at about the same time as “human resource management”. Bramham argues there are
particular difference between the HR planning and manpower planning in terms of process and
purpose .In HR planning the manager is concerned with motivating people –a process in which
costs, numbers, control and systems interact to play a part while in manpower planning manager is
concerned with the elements of forecasting, supply-demand matching and control, in which people
are a part. (Bramham ,1989:147). Beardwell summaries the HR planning which include both the
soft and hard aspect of the planning process as fallows: HR planning is the process for identifying
an organization’s current and future human resource requirements, developing and implementing
plans to meet these requirements and monitoring their overall effectiveness. Also the HR planning
is an important and necessary part to the business strategy, at the same time the making the human
The recruitment process is concerned with identifying, attracting and choosing suitable people to
obviously that the recruitment is highly related to the HR planning .The need of recruitment is
In the traditional approach to HR planning, the most important thing is to balance the demand and
supply for the human resources. By contrast, the Armstrong (2001) outlines the aims of human
“Attract and retain the number of people required with the appropriate skills, expertise and
competences
Developed the well trained and flexible workforce to adapt to an uncertain and changing
environment
Reduce dependence on external recruitment when key skills are in short supply by formulating
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Improve the utilizations of people by introducing more flexible system of work”
These aims different from the traditional HR planning for they are highly related to the “soft”
Form the traditional and contemporary approaches; it can be make a conclusion about the aims of
*On the level of whole organization : the HR planning is a part of organization strategy and the
goal of HR planning is meet the demand of business strategy and HR planning strategy is
according to the business strategy . HR planning also aimed at reducing the cost of the human
resource, increasing the productivity and creating intangible value which is produced by stable and
harmonious workforce team and so on. All these can help the organization to acquire the
*For the detailed aspects in human resource management processes: the aims of HR planning
will be as follows:
To balance the supply and demand of organization, for the proper number
To recruit the right employee with the skills, different experience and competence who is suit
To manage the employee turnover and retain the human resource to keep the stability of the
employees
Developing the employees by training and learning which can make a contribution to the
Creating a harmonies work environment which is suitable for the organization culture.
Reduce the dependency of the external recruitment in the key skill process
same objectives as HR planning: to attract and select the right employees in the right position
during right time, support the allover organization strategy, monitor the internal flow of personnel.
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On the other hand, the process of recruitment is also a way of introducing and advertising
the organization into the society. The applicant can get to know the organization structure,
mission, and culture and management style via the selection processes. So the process of
recruitment also has another function of establishing the organization figure in the market. Giving
the P&G for example; it has the annual campus recruitment in the universities in china. (Career in
P&G, 2006)
During the recruitment processes, the company will give an introduction lecture to the all
graduates. So even if they only select minority of them, but the company is well introduced during
planning doesn’t appear to be given high priorities in practice . The HR planning is hard to put
Hard to control for the external factors: labor market, consumer market
The labor market is hard to estimate for it is changing quickly for many factors such as the
government policy, the changing opinions of the manpower, age structure, the gender proportion,
the level of education and so on. For example, in China, there is a lot of labor from the countryside
who are always engaged in the agriculture .these years China’s booming economy creates a need
for more labor in urban areas to meet the demands of development of industries. Since the income
is higher than the agriculture, more and more farmers are leaving the farm to make their fortune in
the big city.(China’s Changing Agricultural Policies,2005) But last year, the government changes
the policy, the new policy give more allowance and protection for the price of the crops, and the
direct influence is the part of farmers return to the countryside and creating the shortage of the
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In contemporary world, the globalization also influence the labor market .the labor from the other
countries will compete with the local labor .and for the companies, they have more choice for the
labor but at the same time these labor is unstable and hard to control.
For the gender and sex aspect, if the career of the women and men traditional family patterns are
not taken as the planning norm .patterns of working time ,of training ,of promotion and of benefits
So these factors will influence the labor market and to an extend they are hard to be estimated.
For the consumer market, the company will plan the human resource for the company
development. If the product in the market is in high demand, the seller and the worker in the
production line will be consequently in high demand. But the consumer market will be influenced
by many turbulence factors such as competitor, supplier, and attitude of the consumer. Hence it is
The human being is too complicated to anticipate .they change frequently without any prediction
for different reasons. So for the HR planning, although the plan is adequate and perfect but if the
employees have some unpredicted reasons to fail to sustain the plan, the whole plan will be
unavailable and useless. So the HR planning is limited by the difficulty of predicting the influence
The reason for that is the outcome of HR planning is not obvious as the marketing strategy,
operation planning which are recognized directly relating to the benefit of the organization. The
value of management is intangible and will be found after a long period. So when the resource is
limited in the organization, the HR planning will not have the priority to obtain the adequate
Hence the comprehensive and accurate information of the employees is required. If there are not
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computer-based database of the employees’ information, the beginning process is hard. For
example: the ERICSSON CO, in 1998, has 4000 employees who allocated in 24 branches and 10
joint venture companies in china. Each branch has the HR manager who must deal with the
personnel files in different ways. Some of them used the computer in the primary way but some
still stayed in the paper –recording period .one manager said even if a simple statistic of the
employees’ education level is a huge project. (A case study from a Chinese website)
Because the HR planning strategy is highly related to the organization strategy but it can’t
participate in the decision –making process of the organization strategy .so when the organization
objective change for the changeable market environment, the HR planning can’t respond quickly
Overcome:
planning .Internal environment is related to the change of sales, development decision, the strategy
and so on .for the external environment, HR planning should make a good analyze for the
consumer market ,the labor policy of government and the change of labor market .
But for the long-term HR planning, Mintzberg (1994) pointed that two or three months maybe
“reasonable”but three or four years is “hazardous”. this is because predictions are based on
extrapolation from the past,adjusted by assumptions about the future so there is considerable room
for error in both .although the long-term HR planning is hard but it is also important for the
changes take time .(Beardwell.2004: 185) The scenario planning is useful in the long-term plan .it
is “predict on the assumption that if you can’t predict the future then by speculating on variety of
them ,you might just hit upon the right one” .(Mintzberg ,1994,248) Although it can help to
broaden perspectives and consider a number of future options but it is costly for each decision. For
the long term plans, today is more likely to concentrate on what skills will be needed in the future
more than provide a broad indication of the numbers required in the long-term. (Armstrong,
2006:366)
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The technology is also important for the HR planning to avoid the trivial affaire of
planning. And the computerized information systems can play a vital part in management of
information for HR planning. By doing so, the efficiency of HR planning will be higher and the
cost of human resource will be lower. In the case of Cragill, this company consider the HR
information system as an important part of the HR strategies (what is called ‘improve transaction
technology is key to responding effectively to the business needs”. Human resource information
system is seen as vital in the provision of the right information at the right time, so enabling
Another way is outsourcing .the company can outsourcing some traditional functions of
HRM such as the recruitment, training and salary design to increase the efficiency. By outsourcing
the daily tasks to the specialized human resource company or institution, the company can pay
more attention to the more rational and suitable HR planning strategy in the general level.
The most common predictors are interview, the test, the application forms and references obtain
from the previous employers. Each method has its drawbacks. Interview, for example, has the
following weakness:
Can’t convey the particularly accurate or realistic information of the job, which result in the high
turn-over rate
There is much information about the experience of good interview, so person has a good
presentation during the interview may not have the real ability for the job. (Beaumont, 1993:60
61)
For the other methods there are also many drawbacks to list. So if the organization just adopt one
method or two, there is a risk to recruit the wrong person .but if there is a multiple system include
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many ways, the cost of selection will be high.
The assessor has to make sense of the data that is accumulated about the candidate and this sense-
making process is inherently subjective. The subjective processes which contain selective
attention, personal judgment and interpretation will affect the decision. For example: the halo
effect which means that we tend to draw a general impression about an individual on the biases of
The other is the different assessors will represent the different stakeholders who may hold the
conflicting goals .so the selection will be difficult and complicated for these struggles
Overcome:
The methods of selection should be considered not only the situation and the ‘really need ’of
the organization, but also the unique character of the organization, then make a systematic way to
Improving the low validity of the interview by increasing the structure of the interview, so that at
least all candidates will be asked the same sort of questions and all interviewers use the same
dimensions to assess candidates. Research shows that this structured interview can improve the
validity.
For the biases and conflict between the assessors during the selection, it can be
Ensuring the assessors are well trained and in relation to understanding the dimensions and
Use only a small number of conceptually distinct criteria which is highly related to the job. And
the systematic observation, evaluation and integration procedures are necessary which means
providing the assessors with observation aid including the several key behaviors related to the
criteria.
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Conclusion
The HR planning and recruitment are all aim at to improve the human resource management and
help organization implement the strategy well and achieve the high performance to get the
competitive advantages. But the limitations of them make the theory of the HR planning and
recruitment hard put into practice. So how to overcome this limitation can’t be neglected. And the
advise in this easy about that just from the recent research and the cases which lack of the research
of the practice. All the improvement should be take consideration since the different situation need
different solutions.
Reference:
2. Beaumont, P. (1993) Human resource management: key concepts and skills SAGE
3. Beardwell, J. (2004) “human resource planning” in Ian Beardwell, Len Holden, Tim Claydon
(2004) Human resource management: a contemporary approach 4th edition FT
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6. China’s Changing Agricultural Policies, 2005
http://impact.typepad.com/articles/2005/07/chinas_changing.html
10.Tansley,C ‘Human Resource Planning :Strategies ,systems and processes’ in Leopold, J. Harris,
L.& Watson, T Strategic Human Resourcing: principles, perspectives and practices FT
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