• Human resource/Workforce planning

– Managerial judgement, ratio-trend analysis,

scatter plot, work study technique, Delphi
technique.
– Caselet on “Layoff”
Decrease in internal supply come about through:

 retirements easiest to forecast

 dismissals possible to forecast

 transfers possible to forecast

 layoffs possible to forecast

 sabbaticals possible to forecast

 voluntary quits difficult to forecast

 prolonged illnesses difficult to forecast

 deaths hardest to forecast

Forecasting the Supply of Outside Candidates

• Factors impacting the supply of outside candidates

– General economic conditions
– Expected unemployment rate
• Sources of information
– Periodic forecasts in business publications
– Online economic projections
 Human Resource Planning Process
External Environment
Internal Environment
Strategic Planning

Human Resource Planning

Forecasting Comparing Forecasting

Human Requirements Human Resource
Resource Availability
Requirements and Availability

Demand = Surplus of Shortage of

Supply Workers Workers

No Action Restricted Hiring, Recruitment

Reduced Hours,
Early Retirement, Selection
Layoff, Downsizing
• Recruitment & Selection
• Case discussion

5
• Hiring involves two broad groups of activities:
– Recruitment
– Selection

7
 Differences

Recruitment
• It is an activity of
establishing contact
between employers and
applicants.
• It is a positive approach.
• It encourages large number
of Candidates for a job.
Selection
• It is a process of picking up
more competent and
suitable employees.
• It is a negative approach.
• It attempts at rejecting
unsuitable candidates.
 What is Recruitment?

• Recruitment is the process of

searching for and obtaining
applicants for jobs, from whom the
right people can be selected
 Competency

• Competency, (plural competencies) refers to a

cluster of personal attributes relating to
excellence in a specific activity.
• Competencies are made up of personality,
ability, knowledge and experience as well as
interest and motivation.
 Recruiting Yield Pyramid

 Recruiting yield pyramid

– The historical arithmetic relationships between recruitment
leads and invitees, invitees and interviews, interviews and
offers made, and offers made and offers accepted.
Figure 5–6
 Types of recruitment
• Internal recruitment
– Transfers
– Job postings (Promotions)
– Rehiring
• External recruitment
– Advertisement (Bulletin boards/Newspapers/online)
– Employment exchange
– Employment agencies/Job portals (headhunters)
– Educational institutions
– Labour contractors
– Professional and Trade Associations (eg, AOM, SHRM etc)
– Campus recruitment – Internships/PPO
– Walk-ins
 Employee selection
• Employee Selection is the process of putting right
people on right job
• The process will take place in following sequence
– Preliminary interviews/Screening
– Application blanks
– Written tests
– Employment interviews
– Medical examination
– Reference check
 Selection Tools

• Standardized Psychometric tests

– MBTI, Thomas profiling, OPQ32, HEXACO
• Aptitude tests
• Group Discussion
• Interviews
– Structured –Semi structured-Unstructured
CASE DISCUSSION
BREAKOUT FOR 10 MINUTES

15
 Sample Picture Card from
Thematic Apperception Test

How do you interpret this

picture?

Source: Harvard University Press. Used with permission.

 AI and Personality

• Artificial intelligence
– can predict your personality by scanning your eyes
• Machine-learning algorithms
– demonstrate links between eye movements and four of the big
five personality traits

Source: https://www.cnet.com/news/artificial-intelligence-can-predict-your-
personality-by-looking-at-your-eyes/
 Group discussions
work best when
organizations are
hiring in volume.
"However, in the
professional
hiring space,
when an
organization is
looking for niche
skills group
discussion do not
serve as the best
option,'' said
Savneet Shergill,
head – talent
acquisition, Dell
India.

http://timesofindia.indiatimes.com/articleshow/21968998.cms?utm_s
ource=contentofinterest&utm_medium=text&utm_campaign=cppst
TALKLETS
Elevator Pitch
HIRING APPROACH:CASELET
Breakout – 15 minutes
 LinkedIn – Company overview

• Social network platform for professionals.

• It is the first social network to be listed.

• The company increased its workforce by more than

60% in 2012.

• In 2014, LinkedIn held the number three spot on

Forbes list of “The Best Companies to work”
Jeff Weiner
• Value based compassionate leader

• Joined LinkedIn as a president in 2008

• No of users increased by sevenfold in his first five years.

• Published an article “Managing Compassionately”.

• Core beliefs
– “Wisdom without compassion is ruthlessness”
– “Compassion without wisdom is folly”
LinkedIn – Values and culture

• Members come first

• Relationships matter
• Be open, honest and constructive
Values •
•
Demand Excellence
Take intelligent risks
• Act like an owner

• Transformation
• Integrity
• Collaboration
Culture •
•
Humor
Results
LinkedIn video