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Human resource planning and recruitment strategies

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Also, the flexibility changes that have been made have also been discussed. Lastly, the recruitment decisions and the changes that are made have also been included. An attempt to provide examples for each of these situations has also been made to gain a better perspective of the situation and to understand how recession has impacted the companies.Human resource planning is the process of ensuring that the right person is at the right job at the right time. According to Vetter, 1967, ‘the process by which management determines how the organization should move from its current manpower position to its desired position. Through planning, management strives to have the right number and the right kinds of people, at the right places, at the right time, doing things which result in both the organization and the individual receiving maximum long-run benefits’ (Jackson amp. Schuler, 1990). There have been several businesses in the current economic environment who have made several changes in the human resources being used within the company to ensure that there is no wastage of resources and better levels of cost cutting as well.In the current economic condition with the level of recession increasing steadily, there are two main view points, a) viewpoint of the employees, and their salaries, and b) viewpoint of the employers and ‘loaded’ labour costs. Two of the companies that have used the recession as a basis for lay off include, Citigroup, which has laid off a total of 52,175 people, and General Motors which lay off a total of 75,658 people (Kneale amp. Turchioe, 2009). The companies did so due to the increasing expenses and need for cost cutting. However in the long term the companies do not consider how much of these lay offs could cost them.In the hustle bustle of reducing the costs, the companies, i.e. Citigroup and General Motors have also laid off several good employees who bring the company a high level of profit. In the long run this could prove to