1. Human Resource Planning
 The process by which managers ensure that
they have the right number and kinds of people
in the right places, and at the right times, who
are capable of effectively and efficiently
performing their tasks
 Helps avoid sudden talent shortages and
surpluses
 Steps in HR planning



Assessing current human resources
Assessing future needs for human resources
Developing a program to meet those future needs

2. Strategic Planning
The Human Resources
Planning Process
(R.Wayne Mondy & Robert M Noe)
Human Resources Planning
Forecasting Human
Resources
Requirements
Comparing
Requirements
And Availability
Demand
=
Supply
Surplus
Of
Workers
No
Action
Restricted Hiring,
Reduced hour,
Early Retirement
Forecasting
Human Resources
Availability
Shortage
Of
Workers
Recruitment

3. Current assessment
 Human Resource Inventory
A review of the current make-up of the
organization’s current resource status
Job analysis
An assessment that defines a job and the
behaviors necessary to perform the job
 Knowledge, skills, and abilities
Requires conducting interviews, engaging in direct
observation, and collecting the self-reports of
employees and their managers.

4. Current assessment (cont’d)
 Job description
A written statement of what the job holder
does, how it is done, and why it is done
 Job specification
A written statement of the minimum
qualifications that a person must possess to
perform a given job successfully

5. Recruitment and Decruitment
 Recruitment
 The process of locating, identifying, and attracting
capable applicants to an organization
 Is the process of generating a pool of capable people
to apply for employment to an organization
 Decruitment
 The process of reducing a surplus of employees in
the workforce of an organization
 E-recruiting
 Recruitment of employees through the internet
 Organizational web sites
 Online recruiters

6. Selection
 Selection process
 The process of screening job applicants to ensure
that the most appropriate candidates are hired
 Selection
 An exercise in predicting which applicants, if hired,
will be ( or will not be) successful in performing well
on the criteria the organization uses to evaluate
performance
 Selection errors
 Reject error for potentially successful applicants
 Accept errors for ultimately poor performers

7. Rekruitmen dan seleksi
 Rekruitmen adalah proses mencari,
menemukan dan menarik para pelamar
atau tenaga kerja baru untuk emmenuhi
kebutuhan SDM untuk dipekerjakan dalam
suatu organisasi atau perusahaan.
 Pencocokan antara keahlian pelamar
dengan kebutuhan perusahaan

8. Proses seleksi
 Penerimaan lamaran
 Pengisian formulir lamaran – ya/tidak
 Wawancara pendahuluan – ya/ tidak
 Testing psikologi
- ya/tidak
 Wawancara Intensif - Ya/tidak
 Pemeriksaan Referensi - Ya/ tidak
 Pemeriksaan kesehatan - ya/tidak
 Persetujuan unit pemakai (pengguna) – ya/tidak
 Penempatan pegawai

9. Internal factors
Job analysis
Recruitment and Selection
Human Resources Planning
Staffing needs
Options internal/external
Recruitment
Pool of applicants
Selection
Job performances
External factors

10. Major sources of potential job candidates
Source
Advantages
Disadvantages
----------------------------------------------------------------------------------------------------------Internet
Reaches large number of people,
Generates many unqualified
can get immediate feedback
candidates
Employees
Knowledge about the organization
May not increase the diversity
Referrals
provided by current employee, can
and mix of employees
generate strong candidates because
a good referrals reflects of the
recommender.
Company
Wide distribution, can be targeted
Generate many unqualified
Web sites
to specific groups
candidates
College Recruiting Large centralized body of candidates Limited to entry level
positions
Professional
Good knowledge of industry
Little commitment to
Recruiting Organization challenges and requirements
organizations

11. Recruitment and Selection
 Recruitment and selection are vital to the
formation of a positive psychological
contract, which provide the basic of
organization commitment and motivation
 Reflecting the organization’s strategy
 The function of HR practice very important
for the future growth of the organization

12. Recruitment and attraction
The main approaches to attracting applicants can be summarized as follow :
 Walk-Ins
 Employee referrals
 Advertising
 Websites
 Professional associations
 Educational Associations
 Professional agencies
 E-recruitment
 Word-of-mouth

13. Type of selection devices
 Application forms
 Written tests
 Performance simulations
 Interviews
 Background investigations
 Physical examinations

14. Written tests
 Types of tests
 Intelligence : how smart are you?
 Aptitude : Can you learn to do it?
 Attitude : how do you feel about it?
 Ability : can you do it?
 Interest : do you want to do it?
 Legal challenges of tests
 Lack of job relatedness of test to job requirements
 Discrimination in equal employment opportunity
against members of protected classes

15. Other selection approaches
 Situational interviews
Interviews in which candidates are evaluated
on how well they handle role play in mock
scenarios
 Background investigations
Verification of applicants data
Reference check
 Physical examinations

16. Performance simulation tests
 Testing an applicant’s ability to perform
actual job behaviors, use required skills,
and demonstrate specific knowledge of
the job
Work sampling
Assessment centers