Recruitment and Workforce Planning at JKL Industries

Recruitment and Workforce planning at JKL Industries
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Contents
Task 1: Understanding the basics................................................................................................................3
Task 2: Determine workforce requirements.................................................................................................7
Task 3: Supporting workforce planning objectives....................................................................................13
Task 4: Review and analyse current workforce planning, recruitment, selection and Induction policies and
procedures.................................................................................................................................................16
Task 5: Planning for a stable workforce is an ongoing process.................................................................17
References.................................................................................................................................................18

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Task 1: Understanding the basics
1. Workforce planning: Is a core HR process that offers an important opportunity to the HR to
be involved in the strategic planning of the organization. Workforce planning is a collection
of practices as succession planning rather than a systemic effort to develop and review the
entire workforce (Baron et al. 2010).
2. Factors affecting workforce supply and planning
a. Changes in technology: It has a positive effect on workforce supply and planning through the
models and software that enables the HR professionals to develop their tailor-made workforce
planning models with the assistance of the IT packages (Baron et al. 2010).
b. Economic conditions: Workforce planning is a major aspect of economic planning along
with the financial planning. The challenging economic conditions increase the demand for
labor and reduces the unemployment rate. The demand increases mainly for the skilled people
(Baron et al. 2010)
c. Market trends: The human capital management capabilities have to be aligned with the
market trends through planning workforce strategies that ensure strong organizational
performance (ADP & Corporate Leaders 2015).
d. Globalization: Is considered a driver of the global job change. Organizations benefit from the
increasing mobility of their workforce to enhance their productivity and efficiency. It highly
impacts the HR transformation efforts (ADP & Corporate Leaders 2015).
3. The skills shortage is likely to negatively affect the organizational performance, development
and growth. It also leads to ineffective management strategies and the projected outcomes are
likely to fail (Oke, Aigbavboa & Khangale 2018).
4. It the workforce is 100% employed, a problem faces organizations as they should offer a high
incentive to attract skilled employees. If the unemployment rate is high, the labor supply
increases and the recruitment is much easier (Chasteen 2014).
5. Recruitment: is the process of attracting talents and skills to apply for a job in an
organization. It aims to hire the right skills for the right job (Kumar & Gupta 2014).
6. Selection: Is the process of picking people with relevant qualifications to fill a job. It aims at
balancing between what the applicant can do and what is needed by the organization (Kumar
& Gupta 2014)
7. The difference between recruitment and selection according to Kumar & Gupta (2014),
are as follows:

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RecruitmentSelection
1. Identifying and encouraging
candidates to apply for the
vacancy.
1. It results in a contract of service between the
candidate and the organization
2. Creating a talent pool of the
applicants.
2. Selection of the right talents from the
applicants
8. Steps in the selection process:
1. Preliminary Interview
2. Selection Tests
3. Reference & Background Checks
4. Employment Interview
5. Selection Decision
6. Physical Examination
7. Job Offer
8. Final Selection
9. The assessment center represents the final part of the selection process. Job candidates
are asked to attend the assessment center after the first interview. For example, the candidate
could be asked to go through a series of tests, interviews and exercises that could take place in
the organization premises or in a hotel (Imperial College 2014).
10. Psychometric tests could be aptitude or personality tests, taken under examination conditions
within a specific time. They provide insight into the employee skills without linking them to
right or wrong answers (Imperial College 2014).
11. Organizations tend to contract employees from outside the workplace to fill the skills gap and
respond to the market changes (Cicek & Ozer 2011).
12.The advantages of outsourcing are represented in providing technical expertise and
knowledge transfer to the employees in the organization (Somjai 2017)
13. The disadvantages of outsourcing are represented in the exposure of the confidential data to
the employees from outside the organization and the lack of knowledge about the
organization and its culture (Somjai 2017).
14. Employee contracts and legislation:
i. An employment contract is an agreement between an organization and employee that
settles the terms and conditions of employment. It can be in writing or verbal. There are
legal minimums in the employees' contract that should be considered (Australia
Government 2018).
ii. legislation, regulations, standards and codes of practice that may affect workforce
planning, recruitment, selection and induction processes:
 Competition and Consumer Act 2010