SOURCING PLAN Submitted To: Prof. Swatee Sarangi MHRDM –Sem IV Group No.5 Planners : - Amjad Khan...

SOURCING PLANSubmitted To: Prof. Swatee Sarangi

MHRDM –Sem IV Group No.5Planners : - Amjad Khan - 20 Money Khanna - 21 Sumith Acharya - 01 Manisha Bhagwanani - 04 Vidya Padmanabhan - 57

Agenda• Introduction & HRP Model• Organization Process Shared Sourcing Techniques – Internal / External - HCC• Effective Sourcing Plan Case Study - Magnetech• Organization Process Shared Vacancy – filling a position – Process flow – NOKIA

SIEMENS• Best Practices & Challenges• Conclusion & Way Forward

Model of Human Resource Planning

Business strategy

Business Plans

Manpower Demand

HRP: Matching supply to demand

Re-sourcing strategy

Manpower supply

Actions

InternalDeployment, severance, training

ExternalOutsourcing, recruitment

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EXTERNAL ENVIRONMENT

INTERNAL ENVIRONMENTCulture, Structure Activities, Processes

Organization StrategyOrganization Strategy HR and Staffing StrategyHR and Staffing Strategy

Staffing Policies and Programs

Staffing System and Retention Management

Support Activities

Legal compliance

Planning

Job analysis

Core Staffing Activities

Recruitment: External, internal

Selection:Measurement, external, internal

Employment:Decision making, final match

OrganizationVision and Mission

Goals and Objectives

Staffing Organizations Model

Stats : Sources Of Hiring 2009

Recruitment Process

Recruitment Process

Recruitment Sources

Process Flow – Transfer (Internal Resource)

Transfer (Con.)

Process Flow – Advertisement (External Resource)

Advertisement (Con.)

Advertisement (Con.)

• Net Manpower Requirement

» Demand Forcasting » Supply Forcasting » NMR = Demand - Supply

• Manpower Budgeting

Factors Effecting Sourcing Plan

Case Study• Company : Magnetech Industrial Services

• Specalist In : Industrial Magnets & Electric Motors

• Goal : Increase Revenue To $100 million by 2007

• Demand : Triple The Existing Work Force

• Inventory : 80% of Existing Work Growing Older

• Challenge : Find Skilled Work Force

• Solution : In House Apprentice Training Program

Filling Up A Vacancy

Vacancy

On Roll/Off Roll

Internal Reference

(Cost Plus/Payroll)

On Roll/Off Roll

External Reference

(Preferred Partner/Payroll)

Identifying Model’s for Off Roll Hiring

Internal Reference

Salary hike Should Be less than 20 %

With Infra (Cost Plus Suppliers)

Without Infra (Payroll Agency)

Identify Model In (Preferred Partner) Hiring

External Reference

(Preferred Partner)

Level 1

(6 months To 2 Years)

Level 2

(More Than 2 Years)

For Hiring Through Preferred Partner Minimum Experience

Should be 6 Months

Best Practices towards Successful Hiring

• Job specification• Recruit diversity• Selection• Job-related interviews• Multiple interviewers• Background screening

Today’s Challenges

• Skill shortages• Obsolete resumes• Rise of Employer Branding

( company to career)• Career networking• Contract workers• Part-time workers

“ That is what learning is. You suddenly understand

something you've understood all your life, but in a new way.”

- Doris Lessing

THANK ‘U’