FORCASTING- identifying job categories and/ or types of skills currently existing and needed in the

future

INTERNAL SOURCES- refers to the existing manpower that could be re-assigned to new position

EXTERNAL SOURCES – refers to positions that are not available inside the organization and needs to
be source out.

IMPLEMENTING – this is the last phase of the process.

2 KINDS OF TURNOVER:

1. RESIGNATION

a) ACCEPTING A JOB ELSEWHERE

b) POOR HEALTH
c) PUTTING ONES OWN BUSINESS TAKING UP FURTHER studies or raising a family
d) Migrating abroad
e) Accepting a voluntary retreatment
f) Relocating to another place

2. DISMISSAL (CAN BE DUE TO)

a) Misconduct
b) Forcible resignation due to poor performance or other by paying separation pay or “ex
gratia”
c) Just causes
d) Authorize causes such as:
 Retrenchment due to losses or avoid losses
 Automation
 Retirement
 Sickness

PLANING -a process of determining the manpower needs and providing a method of meeting it.

METHODS OF RECRUITMENT

1. JOB POSTING – vacant position posted in the company bulletin board ton inform all.
2. World of mouth system – least expensive, if the people larn that theres a vacncy the word
spread around.
3. Advertising media – method of recruitment can be made through advertisement in news
paper, magazines, radio or television
4. Walk ins and unsolicited applicants – refer to prospective applicants that has the intention
to work in the company.
5. Campus or university – schools are undisputed sources of talent and skills.
6. Job fair and open house - A method where the representative from company gather and
interview several aplicat.
 7. Government agencies – local government units have their replacement offices employment
to the locality
8. Radio and television – used as mediums for manpower recruitment. Costly.
9. Internet – advent of technology, good venue for job placement

RECRUITMENT PROCESS

1. Determine wether a vacancy exists

2. Prepare job analysis

JOB ANALYSIS

The process of determining by observation and study of pertinent information.

COMPONENTS OF JOB ANALYSIS

1. JOB TITTLE- the name that indicates the function of the job.
2. Job description- statement covering the duties performed the responsibility involve.
3. Job specification – personal requirement or qualification
4. Managing the response - to ensure that only qualified applicant will apply.
5. Short listing – discarding those who are not qualified.
6. Arrange interviews
7. Reference/background checks - this is to have full information of the applicant
8. Decision to hire
9. Offer to hire
10. Hire

SELECTING OF APPLICANTS

Selecting the right employee is imperative as they become part of the system and their
performance forms part of the overall performance of the company.

SELECTION

Consist of the process involved in choosing from applicants a suitable candidate to fill a post.