HR Lecture 3 – HR Planning, Recruitment and Selection
- Two of the processes and activities mentioned in Ch. 1
- Planning is forward-looking, related to SHRM
- Recruiting and selection, include both theory (primarily psychological in nature) and practice
- Planning answers questions like:
o How many employees do we need to run the organization?
o What skills do these specific people need to have?
- Recruiting and selection answers the questions like:
o Where can we find the people that we need, given these specific needed skills?
o Which ones should we choose, among all those who meet requirements?
Maximize probability of success
- What are the company’s goals?
- What HR-related actions do we need to take to achieve these goals?
- Definition (elements): 
o Effective use of labour force
o Right place and right time
o To help the organization achieve its goals
- Analogy of HR planning to consumer behaviour’s supply chain!
- Why seek women and immigrants to move into the drilling the industry? 
o Running out of men and non-immigrants
- What is succession planning, and why does a company like Sorin care about it so much?
o Make people ready/prepared for senior executive positions such as COO/CEO
o Succession planning refers to selection and preparation of individuals to these positions
- How does Statistics Canada Data help HR planners?
o Real data to support assumptions and analysis for recommendations/decisions
Some key terms
- Forecasting and trends analysis
- Staffing tables: snapshot of all employees in the organization at different levels/positions;
possibly see shortage/surplus of personnel in each level
- Markov analysis (like a staffing table over time): from year to year, where are the changes