Module II: ACQUISITION OF HUMAN RESOURCES

● Concept and Process of Human Resource Planning,

● Job Analysis

● Recruitment (process, methods)

● Selection Process, Induction

Human resource planning (HRP) is a strategy used by a company to maintain a steady stream of skilled
employees while avoiding employee shortages or surpluses.

process of human resource planning

● identifying the current supply of employees

● determining the future of the workforce

● balancing between labor supply and demand

● developing plans that support the company's goals.

job analysis
Job analysis is the process of gathering and analyzing information about the content and the human
requirements of jobs, as well as, the context in which jobs are performed. This process is used to determine
placement of jobs. Under NU Values the decision-making in this area is shared by units and Human
Resources.

A jobs analysis is a thorough and systematic assessment of a position within a company. The three main
scenarios in which a professional might perform a job analysis include: Employees assessing their own
performance e and professional development. Managers creating job descriptions or combining positions.

Job analysis contain

● Job description

● Job Specification

● Job evaluation

Recruitment
Recruitment refers to the process where potential applicants are searched for, and then encouraged to apply
for an actual or anticipated vacancy.
It is important to choose the right recruitment method for your business and to use multiple methods to find
the best candidate.

recruiting process steps

 ● Recruitment Marketing.
● Passive Candidate Search.
● Referrals.
● Candidate experience.
● Hiring Team Collaboration.
● Effective Candidate Evaluations.
● Applicant tracking.
● Reporting, Compliance & Security.

methods of recruitment

● campus placement

● employee referral programs

● internships

● social media

● Placement agency

● News paper

selection
Selection of an employee is a process of choosing the applicants, who have the qualifications to fill the
vacant job in an organization. Selection is a process of identifying and hiring the applicants for filling the
vacancies in an organization.

The selection process can be defined as the process of selection and shortlisting of the right candidates with
the necessary qualifications and skill set to fill the vacancies in an organisation. The selection process varies
from industry to industry, company to company and even amongst departments of the same company.

steps in the selection process

● Application.
● Screening & pre-selection.
● Interview.
● Assessment.
● References and background check.
● Decision.
● Job offer & contract.
selection techniques
The methods for selecting employees include preliminary screening, phone interviews, face-to-face
meetings, and HR functions to determine whether a candidate is indeed suitable for the job. Small
businesses, even if staff resources are limited, should use these steps to choose the right candidate.
● Interview

● Group discussion

● Physiological test

● Written test

● Physical examination

induction
Induction is the process for welcoming newly recruited employees and supporting them to adjust to their
new roles and working environments.

Induction is the process through which employees adjust or acclimatise to their new jobs and working
environment. As part of this, 'orientation' can be used for a specific event that new starters attend, and
'socialisation' can describe the way in which new employees build working relationships within their new
teams.

purpose of induction
An effective induction ensures that employees integrate well into, and across, their new organisation. New
recruits need to understand the organisation, the culture, the people, and what's expected of them in their
role, so an effective induction will contain multiple, integrated elements.