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Analyze the need of human reference planning

  1. Human tool planning
  2. Example
  3. Why Human source of information planning is important
  4. Example
  1. Objectives of Human resources planning
  3. Human resource planning process
  4. 1: analyzing group plan
  5. 2: Manpower forecasting
  6. 3: Assessment of Manpower gap
  7. 4: Action planning
  8. 5: Keep an eye on and control
  9. P 5: Compare the organized process for recruitment in virtually any two organizations and evaluate the methods and advertising you can use.
  10. Systematic approach to recruitment process
  11. Recruitment
  13. The basic steps involved with recruiting process are as follows:
  14. Sources of Recruitment
  17. Imperial recruitment procedure
  19. Recruitment Process of CYBERNET
  22. P 6: Measure the interview as a range technique and discuss selection of alternate selection methods available
  24. Interview structures
  25. Interview type
  26. There are four common type of selection interview:
  27. Alternative selection methods apart from interview
  28. Performance appraisal
  29. Methods of performance appraisal
  30. Traditional method
  31. Ranking method
  32. Paired comparison
  33. Man to man comparison
  34. 360 degree feedback
  35. TESTS
  36. Job Evaluation
  37. Job analysis methods
  38. Job Ranking
  39. Job classification
  40. Point method
  41. P 7: Evaluate selection routines and techniques in two organizations comparing this to "best practices"
  43. The general procedure for selection is really as follows:
  44. Selection process in Imperial and Chen One
  45. Application scrutiny
  46. Initial screening
  47. Employment testing
  48. Selected for task
  49. Conclusion
  50. M 3: Apply the concept of human reference planning and stages involved in this process on the business under study
  51. HUMAN Reference PLANNING OF CYBEnet
  52. Human resource planning Imperial
  53. M 4: Make a powerful view about different selection techniques that the organizations take on.
  55. Establishment of HR department:
  56. Human Tool Regional Managers:
  58. Outsourcing Recruitment:
  59. Advertising:
  60. E- Recruiting:
  61. Recommendation on Imperial selection process
  62. D 3: Recommend how the organization can improve their human learning resource planning and recruitment process to accomplish HR goals effectively
  63. RECOMMENNDATIONS for cybernet
  64. Recommendation on Imperial
  65. These suggestions are

P 4: Analyze the need of human resource planning, the information required and the stage involved with this process

Human tool planning

According to crane (1974) in Rudman (2002) HR planning is concerned with much more than productive recruitment for new or replacing of employees so that organization have " the right number and kind of men and women in the right place, at the right time, doing things that they are economically most readily useful".

Human reference planning is performed to achieve the perfect use of human resources and also have to the right amount and types of employees required meeting firm goals.

In this course of action how HR managers find out the accomplished employees for the business, in this planning HR supervisor should know about the necessity of business whatever sort of recruiting are necessary for the management or specific jobs. It consists of forecasting of planning for the acquisition, retention, improvement and the use of HR.


World big group invest huge amount of investment on their business, so they obligated to update own staff by giving latest skills and knowledge to those to compete with other fast growing companies in world, because this is actually the age of competition among the firms so they should be complete from every side.

Why Human source of information planning is important

Organization have their own goal through they would like to reach, but as we know that group need capital, labor, equipment for production, however they need also Human resources to maintain, to check on the organization so that's why organization do recruiting planning for concentrating on talented human resources that we can take perfect benefits, if any firm have good recruiting to they can simply make use of the resources and can reach their corporation goals, so that is why different companies like Imperial arrange for future human resources planning for brief and permanent.


If any company have everything regarding to their needs for starting a new business, plus they don't have good human resources to operating, and utilize the group resources effectively, so they'll ruin the business terribly, because operating, verifying, and take maximum end result from only may take intelligent human reference, that is why different companies seeking to plan for the future human source of information.

Objectives of Human resources planning

To understand how much optimum people are required

How to lessen the absentees and also reduce the extra labor start

To forecast future dependence on human resource

To provide control measures to ensure that necessary individual resource are available as and when required

To link HR planning with corporation planning

The anticipation and the impact of technology on job and hr

To determine degrees of recruitment and training

The way of measuring and estimation of cost and real human resource

To give a basis for management development program

To meet up with the needs of enlargement and diversification program


Human resource planning process

1: analyzing group plan

In this task the organization associate their objectives and programs for the organization, if they know and clear about the business guidelines so they can certainly concentrate on technology, output, marketing, finance, enlargement, etc human resources planning is the look of the business to achieve the goals for long or short-term.

2: Manpower forecasting

In this step most of the business do forecasting that how much individuals resource we are in need of for the future, how much effective and skills labor we need it for the organization, it's all depend upon the business how much the organization do sales and do creation, how much employees they required, in this level different mathematical percentage are use to learn the forecast of employees.

3: Assessment of Manpower gap

Total recruiting will be identified that when company done, source and demand, so it will be easily for organization whether were in deficit or surplus of real human resource planning for future. Deficit will show how much amount of person are recruited, outside while surplus will show termination of employees. Space might be occurs in term of knowledge and skills.

4: Action planning

In this task when the gap are identified strategies are transferred to fill the distance, the deficit are fulfilled through recruitment, selection, promotion, packages surplus manpower are maybe redeploy in other section.

5: Keep an eye on and control

When the action plans are integrated the HR layout and system need to be review and governed, monitoring and managing involve only on the use and allocation of HR over time. Right action at right time should be taken to eliminate the deficiencies.

P 5: Compare the organized process for recruitment in virtually any two organizations and evaluate the methods and advertising you can use.

Systematic approach to recruitment process


Recruitment is very important for every company, because it's all about the human reference planning, so that is why the overall aim of recruitment is process is to obtain the range of quality of employee that are require for the business enterprise so achieve its objectives. These exact things are pretty much done in following organization practically

The most significant Job of human resources person is the choice and recruitment of employees, the success of every good organization is that they will hire talented personnel, therefore its very very important to any company to sure of selecting talented employees,


The recruitment process commences when the human being resource department begins getting requisitions for recruitment from any team of the organization.

The basic steps involved with recruiting process are as follows:

Identification of the vacancy.

Preparation of job information and person specification.

Advertising of the vacancy.

Managing the response.


Arranging interviews of the brief detailed recruits.

Conducting interviews.

Sources of Recruitment






Retired employees

Retrenched employees

Dependents and family of deceived employees


Press advertisement

Education institutes

Placement agencies

Labor contractor

Employment exchange

Unsolicited employees

In above talk about whether internal or external all are the sources which careers are recruited, every steps are requires part for the recruitment, once we can say that advertisements on different medium can help people to learn about the work, while helping out the organization to find the applicants for them, when they paid for them.

Employment businesses also a kind of source which help the organization to get the talented prospects for the business, they have got all data of the applicants.

Imperial recruitment procedure

Vacancy develops in imperial, so they provide advertising on mass media to aware new employees for the recruitment in Imperial, Imperial recruitment has job specs and description these things get excited about some steps.

The years of prospect should be 20 to 26

They organize shortlist of interview in the HR branch of imperial

The prospect should be fit in line with the imperial demands

The certification should be F. A level for the candidates

The candidate ought to know about three dialects, Pashto, Urdu and English

When they choose them so give them training about their products

Inform them about the rules and regulation of imperial


As the organization under review is the Peshawar branch of CYBERNET. So the recruitment and selection technique mentioned below is the main one used at branch level.

The following figure briefly shows the recruitment process of CYBERNET at branch level:

Recruitment Process of CYBERNET

The responsible for each section is in charge of discovering the vacancy at his department. After id, the in charge of that department informs the branch in control.

First of all in charge searches for interior recruitment and assessments if there is any potential worker who can easily fit into the new standards.

If they find the mandatory employee, the worker is asked to fill up the "position requisition form", which is then sent to the Administration director in Karachi Head Office who further goes by it to COO. See Annexure "D" for the positioning requisition form.

In case they don't find any potential candidate within the organization so then the branch in control transmits requisition to Mind of the department in Karachi.

Head of the Division talks about it with the General Manager.

After getting endorsement from General Director, the Head of the Section and the in control discusses the job description which needs to be advertised in the magazines. In the work description the work position and specifications are talked about.

If the staff is required in one location only, so then it is publicized locally and on brightspyse. com and if the employee is required in every branch all over the Pakistan they advertise nationally in DAWN publication, Express News paper and brightspyse. com

The resumes are published at Peshawar branch for the local post in this area.

The in charge of the department and branch manages the response.



The current recruitment technique has the subsequent flaws:

Time Consuming: The existing techniques that CYBERNET has implemented are frustrating because there are a great number of different people involved with selecting the employee and then your engagement and interviewing of employees from the Karachi head office helps it be even additional time consuming. Additionally because these employees who cope with the recruitment and selection types of procedures are not from an HR department, they may have different posts and many responsibilities, so that it takes them a little long to free a while for these methods as it is not an integral part of their job information.

Lack of qualitative/ quantitative recruitment: As there is no proper HR team even on the head office level so there so no experienced HR administrator and as the employees who recruit and choose are also not experienced in the HR field therefore it's hard to ensure qualitative and quantitative recruitment. Furthermore, as there is absolutely no HR department so the selection of the top level management is not as qualitative as possible in the presence of HR experts. Which means candidates that they select might not be as competent when compared with the existing labor market.

Lack of equivalent opportunity to employees: In the current interior recruitment process, the management chooses the deserving employee themselves, which discourages the other employees and deprive them to getting equal opportunity.

No usage of all the available resources: In today's recruitment procedure the employers do not utilize all the resources that they have, they do not utilize the CVs posted online on the website, nor do they keep track of previous CVs posted for some other post.

P 6: Measure the interview as a range technique and discuss selection of alternate selection methods available


Interviews are discussion whereby a job candidate interacts with a number of people who measure the candidate and, in a range interview, choose whether this person should be offered a job.

Interview structures

The structure of your interview is dependant on the amount of control exerted by the interviewer as to the predictability of what questions are asked and what information is necessary. Whenever there are specific informational needs, then a more structured methodology may be used.

Unstructured interviews are unplanned, uncontrolled, non-directed, unformatted, bilateral marketing communications and flexible. They want skills in questioning and probing.

Semi-structured interviews are pre-scheduled, , major subject areas are handled directed but versatile and there's a focused circulation.

Structured interviews are pre-planned, interviewer directed, pre-formatted standardized and inflexible. They use highly-designed, have a complete structure closed questions. They suppose a regular format are certain to get consistent responses.

Interview type

There are four common type of selection interview:

Situational interviews use situation-specific questions predicated on job and look at imaginary performance. They may be conducted by specialists like psychologists or trained people.

Job-related interviews ask about past habit on job. They can be classically conducted by HR or managers.

Psychological interviews assess personality traits. They may be conducted by working or organizational psychologists.

Competency interviews broaden psychological interviews to include competencies such as social skills, command and other recognized key competencies.

Alternative selection methods apart from interview

The alternate selection methods for both the organizations apart from interview are performance appraisal, lab tests, job analysis etc

Performance appraisal

Every organization desires to know how much we work in work, and how exactly we can makes it effective our work? That is why organization want to do appraisal, that how the employees can makes enhance their selves, from appraisal the efficiency of employees will be increase, because If their CEO come to learn that the person is no longer working effectively so she or he might be dismiss or suspended. In case the employees working effectively so they will definitely get determined, and its own can help the organization to attain their target if indeed they have good employees

Methods of performance appraisal

Traditional method

As the name shows its very old sort of performance appraisal, in this method organization check the performance of the employees, it's on the basis of loyalty, and attributes which he or she.

Ranking method

It's also one of the oldest performance technique, the performance rates the employees based on their efficiency, its mainly used for comparative evaluation in organizations.

Paired comparison

In this method employees are compare each other in group.

Man to man comparison

In this method man to man evaluation based on number of items sold plus much more it might be target accomplishment.

360 degree feedback

A performance which is done by everyone in firm, where manager or any supervisor, they can examine high level boss in organization. 360 level method is modern method.


It is commonly believed that exam exams will be the true test of merit. Only the deserving forward the examination. All the rest fail. But the facts are not. Exam is not the real test of merit. It is seen that those, who do not are entitled to to pass, complete, while those who deserve to pass, get failed. The reason is that many individuals use unfair means and have the ability to move the interviews.

The importance of an examination is still sufficiently great. Prospects, who are really good, maintain their record. All of the examinations, handed down by students, taken together, disclose the real merit of this candidate. There may be no other proper way to guage the merit if each candidate. Federal service, are also granted on the basis of written exams and viva-vorce tests

Job Evaluation

Job evaluation is practical technique which breaking down a job into measurable portions, so each job can be given a points value. In simple words it's the process through which person are eliminate or check in business on their positions, based on expert and job.

Job analysis methods

Job Ranking

Different careers is depending on the requirement, authority, duties are placed in business, grading etc.

Job classification

Jobs are included or graded in teams or levels similar skills, responsibility, and importance and requirements.

Point method

Point method can be an analytical approach to job evaluation which is based on breaking down careers into factors or important elements.

P 7: Evaluate selection routines and techniques in two organizations comparing this to "best practices"


Selection involves the group of steps where the prospects are screened for choosing the best option people for vacant articles. The main objective of selection is to find the right person for the vacant job.

The general procedure for selection is really as follows:

Checking each applicant against the criteria given in the work advertisement.

Short listing of Applicants

Notifying Short posted Applicants

Conducting Interviews

Verifying Credentials

Ranking Applicants

Reference Checking

Writing Selection Report

Follow-up procedure for candidates who efficiently completed the selection procedure.

Negotiation of terms and conditions of the job

Formulate up a deal or written conditions of careers.

Plan preliminary orientation for the new employees.

Reviewing the un-interviewed possible and marginal set of candidates and placing the potential prospects on carry for future.

Informing the unsuccessful job seekers.

Selection process in Imperial and Chen One

When the recruitment process is finished than the choice process is start, in this process right candidates are decide for the right and deserving applicant, who have the capability to get the job done and the ones who aren't applicable because of this job can't be decided on, because selection is and therefore fulfill the criteria for particular job.

Application scrutiny

The application forms provides to students and then those individuals are fill it, in this application is asked about the details that are they hitched, single, and have any experiences before, Imperial and Chen One supply the same things however the forms will vary for the job, for example for the Director post and sales person post have different varieties.

Initial screening

In this step the applicants are going through an activity where prospecting candidates are given necessary data about the nature of the job, and also important info about their education, salary expected compiled.

Employment testing

This test is focused on the employees, Imperial tests the sale persons in their sales person in HR division, for few weeks and while test the Administrator of franchise, stock Manager they trained them for just two to three months, and familiar her or him with HR office accounted everyone one who is the area of the imperial, the Chen One also doing a similar thing however the difference is that Chen one is Chenab band of subsidiary that's why these are doing test career differences from us, they more concentrate on skills and capability rather than evaluating other things.

Selected for task

In other business they call them for complete interview, while Imperial after screening they Employ the service of person as their workers, because if the post is made for Supervisor so they ask in the start how much he/she have the experience if indeed they have so they seek the services of it, and the Chen some may be also doing a similar thing but they offering more salary for the Post of Director somewhat than Imperial because Chen one have strong qualifications, they have Chenab group subsidiary.


Chen one is more effective recruitment and selection process than Imperial, they trained their workers more effectively than Imperial, they give additional time on training somewhat than Chen one, as they may have Chenab group of subsidiary, the Imperial HR manager accepted that they have more strong background and training system us. Chen one provide job security, while Imperial don't have, Chen one covered with insurance while Imperial or not.

M 3: Apply the concept of human reference planning and stages involved in this process on the business under study


Just like any other corporation the aims of HRP for CYBERNET is to forecast and arrange for the acquisition, retention, usage, improvement and removal of the individual resource of the organization.

CYBERNET doesn't have any proper HR team so they lack qualitative real human resource planning. Although the look is carried out because it is essential for any business but it is not sufficient as a result of lack of HR experts.

Following will vary situation that CYBERNET holds out different people source planning.

Forecasting the work power for future and working with downsizing: In case of extending its business, when CYBERNET decides to open a fresh branch at some location, so forecasting is carried out in order to know how much work force they would need for that specific branch. You can find one HR staff at the head office; the worker after discussing the future requirements with the professionals of different departments makes a report of the forecasted labor force; which is later considered while hiring. In addition, to be able to find out that just how many employees they need to hire or place off, they consider their opponents strategies as well because they affect their business to a a significant great extent. For instance; lately because their competition are providing low prices so before CYBERNET considers to offer lower prices than it's opponents; the business enterprise development department, Main Technical Official and COO at Karachi decided to decrease the amount of work force because trimming off their prices would have an effect on their revenue and with less earnings generation they cannot afford to have a greater volume of employees because it would increase their expenses. Therefore they merged two departments of customer support and created one department. They terminated some employees and reduced the length of time of working hours. Now the primary call centre reaches Karachi and the technological staff here is merely required for paying appointments to customer's home in case there is some problem.

Now here is situated the key flaw in the HRP conducted for this situation. As it's quite clear that they copied the strategy of Mobil printer ink, Pizza Hut etc, as there is also one main call middle now. But in circumstance of Pizza Hut, it's simple because the customers just have to place an order, ask about the menu or even to the most must complaint. Then in Mobil printer ink; as telecommunication deals with voice data typically so it is simple to solve the condition in one point but so far as CYBERNET is concerned, being an ISP it handles data that has many difficulties and technicality. When the condition does not get fixed on telephone so they transfer the call to Peshawar branch; now this procedure calls for long and the customer has to clarify and discuss his problem twice. Additionally the bounding between customers and employees gets poor. Now if indeed they had carried out proper planning and if indeed they had talked about it on regional level or if indeed they possessed HR departments on regional level so they might have had better knowledge of the situation and more suggestions to boost their plan.

Employee Turnover Rate: This season the employee start rate has been high as compared to other years and that is as a result of lack of qualitative human resource planning. Seven employees have resigned just at the Peshawar branch. The COO of the business did not pay attention to worker satisfaction; he did not properly work on human resource planning almost two years. Then after when he resigned because he previously some business strategies so new COO was employed. The business was facing loses and the new appointed COO didn't experienced a clear image of the problem, he got it at the lower management's part and terminated lots of employees. Now this doubt and lack of job security with dissatisfaction made the employees look for better opportunities. Four of them resigned because that they had better opportunities to avail. Now this is also a weakness at the HRP side because if proper HRP was carried out with ensuring staff satisfaction so the experienced employees could have never flipped over.

Technologically Qualified Employees: Being an ISP company, one of the goals of HRP is to employ technologically experienced employees. For this purpose CYBERNET attempts to recruit the best available employees and then educate them to keep them up to dated. If indeed they create some new technology they properly intend to train their workers. In the event any team has some problem in compatibility with the new technology so they teach them as well. For example; when CYBERNET Peshawar branch was proven, so the complex team here, dealing with all the current networking were having problems in understanding the systems. Therefore CYBERNET provided them training of CCNA (Cisco Certified Network Relationship) also to reduce the training costs they trained them locally at some organization because if they experienced trained them at Karachi so it would have increased the expenditures of training. Alternatively they do perform expensive trainings while training their professionals and in charges. Recently an exercise of 8 weeks was established for the professionals that was for RS 1200, 0000/-. The only real flaw it offers is that whenever they arrange some training for two departments, they ask two to three employees from every department and train them, then your employees invited further train the other employees at the branch, which results in quality training for a few employees but also for others the guidance may lead anyway; leading to misguidance.

To ensure employee satisfaction: One of the main objective of any organization's HRP is to ensure employee satisfaction because it is vital to give your employees job security and to keep them hooked to your organization since when they spend time with you they get to know about the organizational composition and culture, they get trainings and their level of skill improves as time passes and in the end this, if the company does not offer them enough to keep them loyal with their company they are sacrificing something very important and are providing other companies with the experienced and skilled employees. As far as CYBERNET can be involved, as already mentioned above that the staff satisfaction level is suprisingly low from a year or two. They are providing them low incomes and are not providing them with other bonuses besides a little cash. The complete organization framework is vulnerable having no proper distribution of work and weak job descriptions. There are no proper promotions. In fact there is no upsurge in the salary of the old employees. Recently a new customer support executive was employed at the Islamabad branch; her salary was more as compared to the customer care executive official at Peshawar, that has been working here from more than 3 years. Now it talks about the amount of de-motivation. Moreover there is absolutely no room for employees to make use of their potential for self recognition. Most of them do not have any role in decision making.

Human resource planning Imperial

HR section is really the only section who should effective to choose those employees for group who should be dynamic, and do a brilliant planning the human reference. As explain earlier this planning entails a lots steps that how Imperial do forecasting and control source and demand of employees.

Imperial HR management emphasis only on youth to hire it, the HR management take decision about the vacant for job in Imperial, in first step the make list for the requirement of employees in Imperial.

In the second step they concentrating on the dialects, how much dialect ought to know by candidates and they choose fresh and son to achieve the company goal easily because being as sale person should be fast and young. And then check their performance in corporation and give bonuses when sales stock of any stall increase and sales out soon.

M 4: Make a powerful view about different selection techniques that the organizations take on.


Establishment of HR department:

It is rather essential to create an HR Office at the top office; having an HR supervisor, one HR Helper and the clerical personnel because this would help them manage the recruitment, selection, job analysis, appraisal and firing of employees easily and in an organized way.

Human Tool Regional Managers:

In addition to creating an HR team at the top office, they should also appoint HRMs in every region. There should be a small HR department in every region; having one HR director and some clerical staff. Furthermore they should be given enough expert to manage the hiring and firing at regional level. This would not only result in qualitative recruitment but would also be time keeping. Moreover the job evaluation would be carried out easily and accurately.

Furthermore, all the collection managers should survey regularly to the head office to keep an eye on the records and also to converse the results.


Outsourcing Recruitment:

Head hunting is very essential for any corporation. After establishing an HR division the HR management should concentrate on the strategic dimensions with their function and should outsource functions that need know-how, experience, knowledge and best methods and methods. They should copy some part of the recruitment process to the external consultant providing recruitment services. The basic level job/ lower management plus some area of the middle management should be recruited by the organization's HR management, where as the Consecutive level careers should be treated through outsourcing; such as; recruiting and selecting CEO, MD, GM, HOD, COO, RMs, HR supervisor etc.

With the knowledge and skills of the third party, CYBERNET would be able to increase the quality of the recruits and the rate of the whole process. Also, outsourcing would permit the human tool pros of CYBERNET to concentrate on the center and other HR and proper issues. It could also provide them with a structured method of the whole procedure for recruitment, with the best power of decision making of recruiting with the organization itself. The part of the recruitment circuit that should be outsourced range from preparing job information to arranging interviews; the activities that ingest almost 70 % of that time period of the whole recruitment process. The results wouldn't normally only be fruitful but the HR management would also get time for you to focus on other things like; retention, job analysis etc.


CYBERNET should properly advertise within the organization rather than choosing the worker by themselves. They have to give equal chance to everyone and really should not discourage the other employees. They need to advertise both internally and externally at exactly the same time in order to get more choice in recruiting the best worker.

E- Recruiting:

They should also advertise online on their own website so the job hunters can post their resumes and applications. And they should also include those resumes while recruiting employees. Moreover they should keep track of previous resumes, which might have been submitted for some other job but were sufficient to be considered again for a more appropriate job according with their skills mentioned

Recommendation on Imperial selection process

1. In Imperial they do not use external resources properly for the applicants because Imperial do not announces their empty job for the applicants, it should be on other sites as well, not only 1 website which is Rozee. Com.

2. Imperial don't have the capability to post CVs in websites, if Imperial provide this service for new candidates so that it will be possible for them to get the talented applicants, because new individuals will create new things for both organization

3. Imperial should brief the selection process for sales employees and even more focus on Administrator Post, and had taken those people who have more experience while both of these organization demanding 2 years experiences.

4. Imperial more prefer referrals, occasionally it could be good but typically its bad just because a person do not have that much capability to sustain in particular position but if firm give it, so business about risk, if she or he do any oversight so it will generate loss for group.

5. The advertising concept in firm is very less, if the employees are not get promotion so that it might reduce their desire level, Example Imperial supervisor is working from earlier 6 years but just promote from sales person to supervisor and sometime do job as counter in franchise as well.

6. The concept of training in organizations is less specially. If indeed they have decided on them and then educate them willingly so their workers could be more effective in work.

D 3: Recommend how the organization can improve their human learning resource planning and recruitment process to accomplish HR goals effectively


Human beings are the most crucial asset of any firm. The functionality of all processes require efficient, able and effective labor force.

Following will be the suggestions for CYBERNET to handle their human reference planning in a much better way:

The prediction of need and availability of the work force is considered an essential step in carrying out human resource planning any business. CYBERNET must do the forecasting keeping in mind the rapid technological changes that has been taking place and really should spend their amount of time in finding technically sensible employees, which could be a way to obtain competitive advantage for the organization. They should look for hiring the quality work force and this can be done effectively by keeping connections with universities because fresh prospects no concerns they aren't experienced however they show enthusiasm and dedication in their early jobs to built a platform for their job. So they can hire the new candidates and really should train them to assist the HR experts. Moreover step one ought to be the establishment of the HR departments on both head office and regional levels because without proper HR specialists, qualitative human reference planning is extremely hard; this is talked about at length in the upcoming topics.

Recruitment and selection process has a pivotal role in making successful H R P policies. In case of CYBERNET before advertising any vacancy they should do proper job evaluation that may lead to the introduction of an efficient job explanation and job specs and will result in getting potential talented candidates for the job.

They should practice performance management insurance policies, different incentives scheme should be introduced e. g. if the department within the office shows fantastic performance in making more revenue then the rest of the areas or has performed well in reducing the complaints for the reason that area then should be given some special incentives and should be provided company's certificate once and for all performance just because a company's qualification means a lot to any employee. They must give most of them some role in decision making and really should give them chance to achieve their full potential. Furthermore job security should get priority because if the employee feels being in an uncertain environment and will not feel being a part of this company so he can't ever succeed, so in order to make them contribute effectively and fulfill their tasks CYBERNET needs to work on job security. In addition, the employees should be advertised and given more benefits and better responsibility predicated on their efficiency and experience. All this which will help them in keeping their workers loyal and committed and therefore labor turnover will be low.

Proper training and development maintains an organization prepared to face untoward situations and helps them in gaining competitive border over its rivals. CYBERNET should review the performance of employees after each quarter for this purpose they need to make the separate profile of every staff and their performance should be examined against the typical performance necessary for the success of the business, this can help CYBERNET in finding out key areas for development for that particular employee and appropriately they can evaluate what his/her training needs are. Furthermore in response to the case discussed above, they ought to request all the employees for the training programs instead of inviting a couple of employees out of every department because most of them deserve to improve and focus on their skills also to progress training.

Organization environment and structure is considered as the most significant factor for the success of the business. in case there is CYBERNET the employees ideas should get due factor while making the strategy this can make employee feel as part of the business and besides that flexible working hours and family friendly procedures should also be unveiled.

Recommendation on Imperial

These suggestions are

The certification for imperial as deal person is less, its only F. A, its very less because peoples are going to more educated and they should hire those people who are more informed, because they'll know how deal with with customers while advertising something on customers,

Languages is very important in every business while in Imperial there is no special process of the language controlling, no special criteria, so they ought to come out with demanding three to four 4 major dialects of the city. Like Pashto, Urdu, British and Farsi as well.

They should focus on students, that student who are under graduate and their studies are proceeding so they will energetic and might help a lot imperial to lead.

The bonuses area should increase in imperial, so employees will more stimulated and can work efficiently.


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http://docs. google. com/viewer?a=v&q=cache:cOaDj9gfkokJ:www. ddiworld. com/pdf/cpgn51. pdf+selection+practices+and+procedures&hl=en&gl=pk&pid=bl&srcid=ADGEESjhvubM218z-79cFN60uTfaR_GIC1ftRVPGssNhgxsgMSmF8AFSQgiae91WPha2TrByzNbQO90LaOsti-bQvQIXftS5_45hQEHdmQt50Cj9r9_Z9YXhzeIE7xm9OvetJjtDmmHe&sig=AHIEtbT45SJxteX41kigPkQjljlC5-LRrA

http://europa. european union/epso/discover/selection_proced/selection/index_en. htm

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