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Different Types Of Manpower Selection

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Rajdeep Singh

on 7 November 2013

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Transcript of Different Types Of Manpower Selection

Different Types Of Manpower Selection
Manpower Planning
What is Manpower Planning?
Types of Manpower Planning
Short-Term Manpower Planning
What is Recruitment?
- Is a steel structured fabrication &
engineering company
- Established in 1997
- Based in Shah Alam
- Leading ASEAN universal bank &
one of the world's largest islamic bank
- Headquarted in Kuala Lumpur
- Has over 40000 staff and over 13
million customers
- Retail banking branches in Malaysia,
Indonesia, Singapore, Thailand and
Manpower Planning which is also called as Human Resource Planning(HRP) consists of putting right number of people, right kind of people at the right place, right time, doing the right things for which they are suited for the achievement of goals of the organization. HRP has got an important place in the arena of industrialization. HRP has to be a systems approach and is carried out in a set procedure.
Procedure in Manpower Planning
1. Analyzing the current manpower inventory
•Number of departments
•Number and quantity of such
•Employees in these work units
2. Making future manpower forecast
-Once the factors affecting the future manpower forecasts are known, planning can be done for the future manpower requirements in several work units.
The Manpower forecasting techniques commonly employed by the organizations are as follows:
a.Expert Forecasts
b. Trend Analysis
c. Workload Analysis
d. Work Force Analysis
e. Other Methods
3. Developing employment programmes

4. Design training programmes
Short-term manpower planning refers to staffing needs in the near future. It mainly involves a keen awareness of demand and supply, that is, an awareness of what positions need to be filled and who in the workforce is available to fill those positions.
Intermediate-Term Manpower Planning
Intermediate-term manpower planning involves a lot more uncertainty at every phase of manpower planning. The main question that must be asked is, "What will we need?"
Long-Term Manpower Planning
Long-term manpower planning is becoming one of the most important tasks faced by companies that want to survive. Succession planning is a large part of this type of manpower planning.
Manpower Recruitment Process
Needs analysis
Importance of Manpower Planning
1. Key to managerial functions
2. Efficient Utilization
3. Motivation
4. Better human relations
5. Higher Productivity
Recruitment refers to the process of attracting, screening, selecting, and onboarding a qualified person for a job. At the strategic level it may involve the development of an employer brand which includes an 'employee offering'.
Recruitment Process
Job Analysis
Screening & Selection
How the company do their recruitment?
Mainly two ways;
i) Advertisement
ii) Phone book directory
Selection Process
i) RESUME- simple and formal resumes are accepted
This an example of a resume :

Selection Process
ii) Interview
-Interview are only question based. Variety of questions would be asked
-Only one interview needed
List of Interview Questions
-Tell me about yourself?
-Do you have any experience?
-What are your qualifications?
-What position are you asking for?
-Do u know how to use a computer?
-Do u know how to on a computer and
type an invoice? (Accountant)
-Why do you want to work here?

Selection Process
iii) Application Form
Selection Process
iv) Letter Of Confirmation
How CIMB do their recruitments
1. Advertisement- Job
Street, Online
Posting, Newspaper
2. Existing Database
3. Brochures
Example of Resume
Example of Offer Letter
Percentage of employees in the company :
- 65% Male & 35% Female
Average age of the total workforce are :
-from less than 30 to 50 years old
The educational level of the non-managerial workforce is :
- High school or equivalent
Managers and supervisors :
-College/university degree and Graduate
degree(Master's and Above)
In McDonalds they wrote a formal written HR planning, in the planning they identify the objectives of the company which is the same as the aim.

The aims of McDonald's
the skills, talents and performance of staff matter; gender, marital status, disability, race, color, nationality or ethnic origin do not
providing a safe and secure working environment
they should be challenges and rewards
staff pay based on qualification and job performance
there should be good communication with staff

HR Planning of McDonald's
McDonald's Restaurant Service Crew
McDonalds services crew works hard to achieve the aims of the McDonalds company
Crews are divided into;
i) Back
ii) Grill
iii) Kitchen and Front
iv) Counter
v) Drive Thru

Kitchen Crew - uphold the highest level of cleanliness
Counter Crew - serve customers by being friendly
How McDonalds advertise about the jobs available?
McDonalds only advertise about the jobs available in the foreign newspapers, they don’t advertise in the local newspapers also they don’t advertise in their own website. Sometimes they recruit employees from the current employees in the company
McDonald's Recruitment and Selection Process
An application form and CV are used in the hiring process.
Relevant validity and reliability studies are required before an employment test is used in evaluating candidates.
The types of employment test are used: Personality tests and Job-related knowledge/skill test.

Job Description
The company has written job descriptions for various jobs and prepared it internally, but they don’t update the job description, they used the same one without updating it.
The Training and Development in McDonalds
The Company places emphasis on the training and development of its employees.
Its moderately allocates sufficient time and money for training activities.
The company aim to provide career opportunities for people to achieve their potential.
The firm offers both full and part-time career opportunities.
Performance Evaluation in McDonalds
Performance evaluation criteria involve employee traits such as honesty and dependability.
Performance evaluation criteria involve that employee behaviors such as punctuality and timely completion of tasks, etc.
Managers, supervisors and Non-managerial employees in this organization receive a formal performance appraisal regularly.
Job progression:
Job progression is used to encourage the first employees who got their job in the company to promote to management positions, these promotions are based on the performance and qualification of the staff member. Employees have the opportunity to earn individual bonuses in great extent.
How McDonald's motivate their employees
1.Free Meal Allowance
2.Free Life Assurance (value dependent upon service)
3.Private Health Care (for employees aged 19+ with 3
years' service)
4.Stock Purchase Scheme
5.Employee Discount Card
6.Service Awards (at 3, 5, 10, 15, 20 and 25 years service)
7.Health Care Principles

Letter of Offer
Process of Hiring
Step 1: Identify Vacancy and Evaluate Need
Step 2: Develop Position Description
Step 3: Develop Recruitment Plan
Step 4: Select Search Committee
Step 5: Post Position and Implement Recruitment Plan
Step 6: Review Applicants and Develop Short List
Step 7: Conduct Interview
Step 8: Select Hire
Step 9: Finalize Recruitment

Interview Questions
1. What is your greatest strength?
2. What is your greatest weakness?
3. How do you handle stress and pressure?
4. Describe a difficult work situation / project and how you overcame it.
5. How do you evaluate success?
6. Why are you leaving or have left your job?
7. Why do you want this job?
8. Why should we hire you?
9. What are your goals for the future?
10. Tell me about yourself.

How to ace Job Interview
Company Research
Practice Makes Perfect
Behavioral Interviews
Stay Calm

Non Verbal Communication
Facial and Eye contact
Posture and gesture
Artifactual communication

Recruitment Process
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