• Hire but do not train outsiders and.
• Hire and train outsiders.
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In today's larger organizations all four strategies are usually used simultaneously according to situational requirements. Formulating HR plans is not enough. These plans should be evaluated and updated regularly.
d. Evaluation and update:.
HR planning requires a feedback loop, or a means of monitoring the system. Comparison of the actual performance of the system with previously formulated plans allows necessary corrections to be made. After planning comes the question of selecting employees according to plans. .
2. Selection:.
Today's managers are challenged to find the best available talent without unfairly discriminating against any segment of society. In USA a law of legislation called Equal Employment Opportunity (EEO) exists. This legislation delineates what managers can and cannot do when screening job applicants.
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a. Equal Employment Opportunity (EEO): .
The main theme of EEO is that in virtually all aspects of employment, it is unlawful to discriminate on the basis of "Sex, Age, Religion, National Origin or Physical Disabilities. Managers cannot refuse to hire, promote, train, transfer or layoff employees simply on the basis of these characteristics. Keeping EEO in mind, managers can use several tests for hiring or selecting employees.
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e. Employment Selection Test:.
Employment selection test is any procedure used as a basis for an employment decision. Some well-known tests are "Job Skills Tests, Interviews, Physical Examinations, Psychological Tests, Pre-employment drug tests, Reference checks etc. After employees are hired according to plan, management should determine how well the employees are doing, in other words they should appraise their employees' performances.
3. Performance Appraisal.
Performance Appraisal (PA) is the process of evaluating individual job performance as a basis for making objective personnel decisions.
