Recruitment & Selection

Farooq Ahmad Randhawa

03-10-2020
 Strategic Staffing?
A process of staffing an organization in future-oriented, goal-directed ways
that support the business strategy of the organization and enhance its
effectiveness. This involves the movement of people into, through, and out of
the organization.

• Traditional Staffing vs Strategic Staffing

• Traditional staffing tends to focus on quickly and conveniently filling an opening rather
than on aligning the staffing effort with the long-term strategic needs of the
organization.
• Strategic staffing entails both short- and long-term planning. It involves acquiring,
deploying, and retaining the right number of employees with the appropriate talents to
effectively execute organizational strategy, focusing on maximizing return on
investment rather than simply minimizing costs.
2
 Components of Strategic Staffing?
1. Workforce Planning – Evaluating current, new, leaving businesses, Skill
gap
2. Sourcing Talent – locating individual/market
3. Recruiting Talent – practices affect number/type of individuals to apply
4. Selecting Talent
5. Acquiring Talent – job offer & persuade to accept the offer
6. Deploying Talent – best fit
7. Retaining Talent – keep hipos engage & committed
3
 Effect of Growth Strategies

TYPE IMPLICATIONS
Merger/Acquisition New resources for Talent
Retention of Talent
Joint Venture Contributions of how much & what type of talent from
each partner
Greenfield Operation All new staff
Effects of local laws and labour markets
Strategic Alliance Staffing requirements if new venture is formed

4
 Dave Ulrich’s HR Business Model

Future/ Strategic Focus

Strategic Partner Change Agent

Processes

People
Admin Expert Employee Champion

Day-to-day Activities /
Operations focus

5
Develop the Staffing Plan
 Role of the Staffing Plan
• Provides strategic basis for making HR decisions
• Allow organizations to anticipate change
• Provides strategic methods to address current/future workforce
issues
• Can lead to:
• Significant cost savings
• Improved efficiencies
• Increased productivity
 Gathering of Staffing Data
• Staffing needs analysis
• Supply analysis: supply of labour & essential skills
• Demand analysis: forecast future workforce composition
• Gap analysis: supply vs demand
• Solution analysis: define strategies to close the gap
• Tactical objectives
• Based upon results of need analysis
• Close high priority gaps in short-term
• Specify in measurable terms which gaps must be closed and when
 Design the Staffing Plan
• Describes how the tactical objectives will be achieved, through
delegation of tasks and application of resources
• Plan should be:
• Consistent with other HR Planning initiatives
• Collaborative & easily understood by all participants
• Accepted by the implementers
 Staffing Plan Elements
• Statement of purpose
• Stakeholders
• Activities & tasks
• Team members
• Resources
• Communication plan
• Continuous improvement
Workforce Planning Process

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 Group Assignment – 1(b)
• Same groups & same organizations
• Write branding strategy and do workforce Planning for HR Dept. only or
any 1 Dept. of the organization
• Deadline: 10th October 2020 during class

12
 Goal
vs
Objective
KSAs?
 What is Job?
• Job
• A group of related activities and/or duties
• Job Family
• A group of individual jobs with similar characteristics
• Hay Group View Point
• Work is a unit of job
• Job is a unit of Org. Structure
• Org. Structure is group of jobs
• Jobs are the link b/w individual as employee; & organization as employer
• Job is a value-adding unit in organization

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Relationship – Job Analysis, WF Planning & Hiring

Job Analysis WF Planning

Nature & Requirements of Number of Specific jobs

specific job to be filled

Job Description

Sources!

Recruitment

Pool of shortlisted
applicants

Selection
Questions?
Thank You!