PUP QUEZON CITY

Workforce Plan:
Recruitment and
Selection
Inst. Mary Ann R. Decena
1. Strategic Workforce Planning
What is strategic workforce planning
Importance of strategic workforce planning

Strategic workforce planning framework

Strategic Workforce Planning models
Strategic Workforce Planning process
2. Recruitment and Selection
Talent Acquisition
Principles of Human Resources Recruitment
The Importance of Human Resources Selection
Human Resources Selection Process
What is strategic workforce
planning?
Strategic workforce planning (SWP) is a continual process of
identifying gaps in the workforce and developing a methodical
people plan to ensure an organization has the employees, skills,
and knowledge needed to meet current and future business
goals. It’s based on the organization’s long-term strategy and
also accommodates for unexpected events and changes.
 SWP aims to optimize costs by preventing
overstaffing and ensuring that the
organization can always deliver on business
objectives by limiting the risk of
understaffing. It is conducted by HR but led
by business and HR leaders.
THE GOAL OF STRATEGIC WORKFORCE PLANNING IS TO HAVE A
WORKFORCE WITH THE RIGHT SIZE, SHAPE, COST, AND AGILITY.

The goal of size revolves around the The goal of shape refers to having
number of people and job roles. A the right workforce configuration
workforce that is too large is with competencies needed today
overstaffed and works inefficiently. and tomorrow. It also involves
Conversely, a workforce that is too succession management.
small means that the company isn’t
producing what it potentially could
produce. An excess of vacancies can
be a good indicator of this.
THE GOAL OF STRATEGIC WORKFORCE PLANNING IS TO HAVE A
WORKFORCE WITH THE RIGHT SIZE, SHAPE, COST, AND AGILITY.

The goal of cost is to reach an The goal of agility is about having a

optimum labor cost. Excessive labor workforce that is lean and flexible
costs can bankrupt the company, but and can adapt to changing market
costs that are too low may result in demands.
an inadequate workforce to
complete the work.
Addressing demographic changes
An aging workforce poses a number of different problems,
including a lack of in-demand skills, reskilling challenges,
and mass retirement. Strategic workforce planning can help
to anticipate this future challenge so that organizations can
prepare today and avoid a skills gap.

Cost reduction
Strategic workforce planning helps you hire the right number
of employees with the right skills at any given time, reducing
costs that come with overstaffing and attrition.
Effective talent management
Hiring and retaining employees with the right skills, behaviors,
and motivation and lining up a talent pipeline to replace the
aging group of senior management and executives in an
organization lead to a workforce filled with competent
employees, providing you with a competitive advantage

Preparing for the future

By identifying critical roles and skills and having a plan to keep
these roles filled, organizations can better handle unexpected
events like market disruptions or rapid technological
advancements.
Flexibility
Today’s competitive landscape and rapidly evolving technology
require companies to be more agile in their approach to building
a workforce. Strategic workforce planning gives organizations
this flexibility by proactively building capabilities and
allocating resources to priority areas.

Risk mitigation
Because strategic workforce planning takes a more holistic
approach and considers current and future needs, it helps you
to mitigate risks associated with over and understaffing,
budgets, an aging workforce, skills gaps and more.
Aligning workforce strategies and
organizational goals
Thinking about where the business will go in the next three to
five years helps you to align workforce strategies with broader
organizational objectives. This foresight enables your
organization to develop a workforce that is strategically
prepared to support future business directions and goals.
Strategic workforce planning
framework

A strategic workforce planning framework helps you guide this

process and visualize where strategic workforce planning fits into
your organizational strategy.
The framework illustrates how strategic
workforce planning activities align with the wider
picture in a business, for example, organizational
strategy.

Step 1 and 2 help business leaders determine

where they want the business to go over the next
three to five years and beyond. Step 3 helps
organizations to see where they are today – the
quality and quantity of the current workforce. The
final step (4) is where HR creates a strategy based
on the insights from steps 1 to 3.
Three fundamental
principles:
Strategic workforce planning is in line with the
organization’s strategy.
Good workforce planning follows the 80/20
Pareto principle.
Long-term focus
software giant Microsoft has concluded that
“by resolving 20% of the most reported errors,
it is possible to prevent 80% of errors and
crashes.“
We wear 20% of our favorite clothes 80% of the time.

We spend 80% of our time with 20% of the people we

know.
20% of Employees Shoulder 80% of the Work. The
Pareto Principle suggests that a small minority of
employees is responsible for the majority of an
organization's productivity.
Strategic workforce planning process

A B C
A conceptualization of An analysis of the
An analysis of the
the future through workforce in the future.
current workforce
scenario analysis
Current State – Conducting a thorough audit of the existing
workforce and evaluating skills, roles, and competencies.
Future State – Strategically forecasting the organization’s
workforce needs for the next 2-4 years, considering business
evolution and market trends.
Gap Analysis – Identifying and analyzing discrepancies
between the current workforce and future requirements, and
develop strategies to address these gaps.
Action Plan – Executing strategies to align the workforce with
anticipated future needs, including talent acquisition, training,
and organizational restructuring.
How To Implement a
Strategic Workforce
Planning?
 To implement your plan for your workforce effectively, it’s
vital to consistently monitor progress and stay flexible to
adapt to your business and market changes. Success hinges
on fostering strong collaboration across departments,
maintaining clear communication, and ensuring active
employee engagement. These elements are key to smoothly
executing your strategy.
Today’s job market is more competitive than ever, with organizations
striving to attract and retain top talent. The talent acquisition partner
and recruiter are both central to these efforts, each filling different
roles and providing unique advantages in the hiring process.
Understanding their differences is crucial for businesses looking to
build effective recruitment strategies that serve their long-term
business goals.
Talent Acquisition vs. Recruitment
A talent acquisition partner undertakes proactive candidate
sourcing, manages recruitment campaigns, and collaborates with
hiring managers to understand future staffing needs.

Recruitment, on the other hand, focuses on immediately filling

current vacancies. It functions as a single transaction to source and
hire candidates, often for a fixed rate.
Talent Acquisition vs. Recruitment
A talent acquisition partner undertakes proactive candidate
sourcing, manages recruitment campaigns, and collaborates with
hiring managers to understand future staffing needs.

Recruitment, on the other hand, focuses on immediately filling

current vacancies. It functions as a single transaction to source and
hire candidates, often for a fixed rate.
Talent Acquisition vs. Recruitment

recruitment strategies focus on quick fixes, while talent acquisition

focuses on developing a longer-term approach. Both approaches are
important to consider, but recruitment is more tactical, while talent
acquisition is more strategic.
Talent Acquisition
Strategic Planning: Talent acquisition partners formulate long-term workforce strategies to best
serve your business objectives. This involves anticipating future hiring needs and developing
1
proactive strategies to continuously attract top candidates and retain them once on board.

Employer Branding: This is the practice of establishing your brand as a top-quality employer.
Talent acquisition partners promote the company’s reputation in the job market and create strong
2
value propositions that can persuade the highest-caliber candidates to sign on.

Candidate Relationship Management: Building relationships with potential employees and

maintaining them once they are hired is key to fostering a positive and collaborative working
3
environment. This gives them a boost to their morale on their very first day.
Recruitment
Immediate Needs: Recruiters' main purpose is to fill immediate job vacancies. They assess current
staffing needs and proceed to source candidates, screen applications, conduct interviews, and
1
facilitate other tasks in the hiring process.

Transactional Approach: Recruitment operates on a transactional basis, meaning that recruiters

are paid solely to execute hiring processes as efficiently as possible. This is suitable if you only
2
need to meet short-term operational demands, offering a simple one-time payment solution.

Job-Centric Focus: Job-specific requirements are the primary basis of recruiters’ methodologies.
They are chiefly concerned with making sure that candidates match immediate job descriptions
3 and skill sets, and there is less emphasis on long-term strategic alignment or potential future
contributions.
Talent Acquisition Steps:
How Does It Work?
To be continued...
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