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HR planning strategies and it’s impact to employee turnover.

HR Planning is referred to as Manpower planning has been defined as the process of getting the right number of qualified people to the right job at the right time (IPM, 2010). The long-term success of any organization ultimately depends on having the right people in the right jobs at the right time. (IPM, 2010).

When hiring the best talented staff, it is so important that you follow best strategies to collect best fits among job markets. (IPM, 2010). According to Snell & Bohalnder (2012), following strategies were identified which any organization can use when hiring right candidates.

Recruiting Internally – Internal Candidates are readily available, get up to speed faster and there is less uncertainty about how they will perform (Snell & Bohalnder 2012).

  • Internal Job posting - Posting vacancy advertisement as an internal notice or publishing on their intranet sites (Snell & Bohalnder 2012).
  • Identifying talent through Performance Appraisals – Figure 1.0 helps to see both employees’ actual performance as well as potential performance. At the end managers can determine what the employee developments and what the person’s next step within organization might be.  (Snell & Bohalnder 2012).



Figure 1.0: An example of 9-Box Grid from Snell & Bohalnder (2012), 174.

  • Skill inventory and replacement charts – Systematic tool which helps companies to see its entire workforce to locate suitable candidates to fill and internal opening. Also, it helps to predict careers path of staff to anticipate when & where promotion opportunities might rise (Snell & Bohalnder, 2012).

Recruiting Externally – The sources from which employers recruit externally will vary with the type of position to be filled (Snell & Bohalnder, 2012).

  • Advertisements
  • Walk-Ins and Unsolicited Applications and resumes.
  • The internet, Social Networking, and Mobile recruiting
  • Job fairs
  • Employee Referrals

It is also important that employee’s ability, personalities, and skills are matching with the Job specification. If there is no match, the employees become bored by the job that provides no challenges or one that provides unrealistic challenges (Dessler,2014) These realties are the ones that make people leave the organization. Hence proper Job Analysis process helps to a company to reduce employee turnover (Dessler,2014).

 

References;

Bohlander G W & Snell S A. (2012) Principles of Human Resource Management. 16th Edition. South-Western: Cengage Learning.

Certificate Course in HRM, (2010) Sri Lanka: IPM.Dessler G. (2014) Fundamental of Human Resource Management. 03rd Edition. 

Dessler G. (2014) Fundamental of Human Resource Management. 03rd Edition. 

 


Comments

  1. Namal De SilvaMay 10, 2022 at 1:48 AM

    Hi dulanjana, great topic and post. Engagement is an emotional connection; employees choose the extent to which they are willing to go to a company with a sense of their own well-being (Cook 2008)

    ReplyDelete
    Replies
    1. Dulanjana Hashali PeirisMay 13, 2022 at 11:20 PM

      Hi, Your comment is correct. Employee engagement is all about the emotional affinity employees feel for a company. Everything else is important only insofar as it translates into an emotional connection. The engaged employee feels a sense of immersion in a company, its culture, its well-being. They don’t just work for the company; they are part of the company and the company is an important part of how they define themselves. (Lax, 2017).

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