MODULE:2 HUNAN RESOURCE
PLANNING
HRP: CONCEPT, NEED, PROCESS AND IMPORTANCE OF HRP, METHODS OF FORECASTING
DEEMND AND SUPPLY OF MANPOWER
RECRUITMENT: CONCEPT, SOURCES AND METHODS OF RECRUITMENT
SELECTION: CONCEPT AND PROCESS OF SELECTION, TYPES OF SELECTION TESTS AND
SELECTION INTERVIEW
HUMAN RESOURCE PLANNING
CONCEPT
Human resources undoubtedly play the most important part in the functioning of an organization. The
term ‘resource’ or ‘human resource’ signifies potentials, abilities, capacities, and skills, which can be
developed through continuous interaction in an organizational setting. Human Resource Planning is the
planning of Human Resources. It is also called manpower planning/ personnel planning/ employment
planning. It is only after Human Resource Planning that the Human Resource department can initiate
the recruitment and selection process. Therefore Human Resource Planning is a sub-system of
organisational planning.
Human Resource Planning is a process of forecasting and strategizing to meet the organization’s
demand and supply of manpower needs in the present and future. It is a process to ensure that you have
the right people with the right skillset in your team thereby building a strong workforce capability in
your organization.
DEFINTION
E.W. Vetter viewed human resource planning as “a process by which an organisation
should move from its current manpower position to its desired manpower position.
Through planning, management strives to have the right number and right kind of
people at the right places at the right time, doing things which result in both the
organisation and the individual receiving maximum long-run ben
Dale S. Beach has defined it as “a process of determining and assuring that the
organisation will have an adequate number of qualified persons available at the proper
times, performing jobs which meet the needs of the enterprise and which provide
satisfaction for the individuals involved.”
Need for Human Resource Planning(HRP)
The need for Human Resource Planning (HRP) are as follows-
1. Identification of the right person in the right place: The Right person is identified
and placed in the right place according to the knowledge and skills he acquired, and
work towards the achievement of organizational objectives.
2. Technological changes in a rapid way: Technology is changing with the lightning
speed. Therefore, It is must for the organization to hire fresh talent who knew about the
current trends in technology and have the necessary skills to work on it.
CONT…
. Shortage of employees & skills: HRP helps to fill the gap of employees and skills in
the organization with quality manpower to achieve goals faster.
4. Replacement of persons: By identifying the right person at the right time and at the
right place, HRP provides the best replacement of persons in the organization.
5. Labour turnover: HRP reduce the labour turnover by providing the best manpower
in the organization also inspiring the existing ones to perform with their full efficiency
to survive and grow in the competitive environment.
CONT…
6. Improvement in quality of life & quality of work life: Organization plans and
provides its employees with the best quality tools, equipment, machines and
environment possible to enhance the quality of their life. With the help of human
resource planning, organizations do it for their employees.
7. Proper evaluation and appraisal system: HRP provides a proper evaluation and
appraisal system which helps to check the status of work of employees. With this
system, efficient employees are praised for their work and inefficient employees are
trained to achieve more.
Process of HRP
1. Analyze organizational objectives and plans
Success in HR planning relies on its connection to business goals, so you must start with a
final purpose in mind. Determine what the organization wants to achieve in the future, how it
intends to accomplish this, and how HR efforts will contribute to it.
Each department will have unique objectives that HR will need to be involved in. Ideally, HR
works very closely with management and has a clear grasp of what every area of the company
is aiming for. Once you know that, you can ascertain how HR will meet those needs. For
example, some departments may need you to focus on recruiting, while others may need to be
downsized and reassign some current employees.
2.Forecasting Demand and Supply
1. Demand Forecasting
With the ever-changing environment, the HR demand varies from time to time. We must
anticipate the future HR requirements to achieve multiple goals.
The managers find out the number of people with adequate skills to develop a staff mix.
In this stage, we can make projections regarding:
• Addition of new job roles.
• Creation of Vacancies.
• Prevent a shortage of people.
• Number and kind of personnel required for production and management.
• Right quantity of personnel to meet business long-term goals, etc.
Techniques for Demand Forecasting:
1. Managerial Judgement
2. Ratio/Trend Analysis
3. Regression Analysis
4. Work-study Techniques
5. Delphi Technique
6. Flow Model
Supply Forecasting
After demand forecasting, we must assess the firm’s capabilities to supply the required workforce. Managers may procure personnel from
within and outside the firm.
An alternative name for supply forecasting is Bench Forecasting.
Sources of human resources supply:
1. Existing Workforce
2. Internal Supply
3. External Supply
We must analyze the sufficiency of the existing workforce first. After that, go for the internal and external sources of supply.
Supply forecasting helps in estimating:
• Staff mixes for the future.
• It helps to prevent excess or shortage of manpower.
• The number of personnel required to fill the planned positions.
Techniques for Supply Forecasting:
1. Staffing Tables
2. Markov Analysis
3. Skills Inventory
4. Replacement Chart
4. HR PROGRAMMING
Once an Organization’s personnel demand and supply are forecast ,the two must be
reconciled or balanced in order that vacancies can be filled by the right employees at
the right time . HR Programming, the third step in the planning process.
HR Plan Implementation
Implementation requires converting an HR plan into action. A series of action
programmes are initiated as a part of HR implementation . Some Such programmes are
recruitment, selection and placement, training and development, retraining and
redeployment, the retention plan, the redundance plan and the succession plan.
The human resource plan depends on whether there is deficit or surplus in the
organization. Accordingly, the plan may be finalized either for new recruitment,
training, interdepartmental transfer in case of deficit of termination, or voluntary
retirement schemes and redeployment in case of surplus.
Control and Evaluation Programme
It mainly involves implementation of the human resource action plan. Human resources
are allocated according to the requirements, and inventories are updated over a period.
The plan is monitored strictly to identify the deficiencies and remove it. Comparison
between the human resource plan and its actual implementation is done to ensure the
appropriate action and the availability of the required number of employees for various
jobs.
IMPORTANCE OF HRP
I. Assessing Future Personnel Needs:
Whether it is surplus labour or labour shortage, it gives a picture of defective planning
or absence of planning in an organization. A number of organizations, especially public
sector units (PSUs) in India are facing the problem of surplus labour.
It is the result of surplus labour that the companies later on offer schemes like
Voluntary Retirement Scheme (VRS) to eliminate surplus staff. Thus, it is better to plan
well about employees in advance. Through HRP, one can ensure the employment of
proper number and type of personnel.
CONT..
II. Foundation for Other HRM Functions:
HRP is the first step in all HRM functions. So, HRP provides the essential information
needed for the other HRM functions like recruitment, selection, training and development,
promotion, etc
III. Coping with Change:
Changes in the business environment like competition, technology, government guidelines,
global market, etc. bring changes in the nature of the job. This means changes in the
demand of personnel, content of job, qualification and experience needed. HRP helps the
organization in adjusting to new changes.
CONT..
IV. Investment Perspective:
As a result of change in the mindset of management, investment in human resources is
viewed as a better concept in the long run success of the enterprise. Human assets can
increase in value as opposed to physical assets. Thus, HRP is considered important for the
proper planning of future employees.
V. Expansion and Diversification Plans:
During the expansion and diversification drives, more employees at various levels are
needed. Through proper HRP, an organization comes to know about the exact requirement
of personnel in future plans.
CONT…
VI. Employee Turnover:
Every organization suffers from the small turnover of labour, sometime or the
other. This is high among young graduates in the private sector. This
necessitates again doing manpower planning for further recruiting and hiring.
VII. Conformity with Government Guidelines:
In order to protect the weaker sections of the society, the Indian Government
has prescribed some norms for organizations to follow. For example,
reservations for SC/ST, BC, physically handicapped, ex-servicemen, etc. in the
jobs. While planning for fresh candidates, HR manager takes into
consideration all the Government guidelines
CONT..
VIII. International Expansion Strategies:
International expansion strategies of an organization depend upon HRP. Under International
Human Resource Management (IHRM), HRP becomes more challenging. An organization
may want to fill the foreign subsidiary’s key positions from its home country employees or
from host-country or from a third country. All this demands very effective HRP.
IX. Having Highly Talented Manpower Inventory:
Due to changing business environment, jobs have become more challenging and there is an
increasing need for dynamic and ambitious employees to fill the positions. Efficient HRP is
needed for attracting and retaining well qualified, highly skilled and talented employees.
METHODS OF FORECASTING DEEMND AND
SUPPLY OF MANPOWER
Demand Forecasting:
Demand forecasting is a quantitative aspect of human resource planning. It is the process of
estimating the future requirement of human resources of all kinds and types of the organisation.
Factors:
Forecasting of demand for human resources depends on certain factors such as:
(1) Employment trend in the organisation for at least last five years to be traced
to determine the future needs.
(2) Organisation has to find out the replacement needs due to retirement, death, resignation,
termination etc.
CONT…
(3) Improvement in productivity is yet another factor. To improve productivity
organisation needs better employees with skills and potential. Productivity leads to
growth but depends on the demands for the product of the enterprise in the market.
Higher demand may lead to more employment of skilled personnel’s.
(4) Expansion of the organisation leads to hiring of more skilled persons. The base
of human resource forecast is the annual budget. Manufacturing plan depends upon
the budget. Expansion in production leads to more hiring of skills and technology.
Methods of Demand Forecasting
1. Managerial judgement
2. Work Study Techniques
3. Ratio-Trend Analysis
4. Econometric models
5. Delphi model
Others techniques
Cont…
(1) Executive Judgment/ Managerial Judgement
Executive or Managerial Judgment method is the most suitable for smaller enterprises because they do not
afford to have work study technique. Under this method the executives sit together and determine the future
manpower requirements of the enterprise and submit the proposal to the top management for approval. This
approach is known as ‘bottom up’ approach.
Sometimes the members of top management sit together and determine the needs on the advice of personnel
department. The forecasts so prepared sent for review to the departmental heads and after their consent
approved the need. This is known as ‘top down’ approach. The best way is the combination of the two
approaches. Executives at both levels equipped with guidelines sit together and determine the human
resources need of the organization.
Cont…
(2) Work Load Forecasting:
It is also known as work load analysis. Under this method the stock of workload and
the continuity of operations are determined. Accordingly the labour requirement is
determined. The workload becomes the base for workforce analysis for the forthcoming
years. Here due consideration is given to absenteeism and labour turnover. This method
is also known as work study technique. Here working capacity of each employee is
calculated in terms of man-hours. Man-hours required for each unit is calculated and
then number of required employees is calculated.
The example is given below:
(a) Planned annual production = 2, 00,000 units
Cont..
(b) Standard man-hours required for each unit = 2 Hours
(c) Planned man-hour needed for the year (a x b) = 4, 00,000 hrs.
(d) Planned annual contribution of an employee = 2000 hrs.
(e) No. of employees required ————- (c/d) = 4, 00,000/2000 = 200
This method is useful for long term forecasting.
(3) Statistical Techniques
Long range demand forecasting for human resources is more responsive to statistical and
mathematical techniques. With the help of computers any data is rapidly analyzed.
The following are the methods of forecasting used under this category:
(a) Ratio Trends Analysis:
Under this method the ratios are calculated for the past data related to number of employees of
each category i.e. production, sales and marketing levels, work load levels. Future production
and sales levels, work load, activity levels are estimated with an allowance of changes in
organization, methods and jobs. The future ratios are estimated. Then future human resources
requirement is calculated on the basis of established ratios. This method is easy to understand.
Value depends upon accuracy of data.
Cont…
(b) Econometric Models:
Econometric models are built up on the basis of analysis of past statistical data
establishing the relationship between variables in a mathematical formula. The
variables are those factors such as production, sales, finance and other activities
affecting human resource requirement. Econometric model is used to forecast human
resource requirements based on various variables.
RECRUITMENT
Recruitment is the process of choosing the right person for the right position and at the
right time. Recruitment also refers to the process of attracting, selecting, and appointing
potential candidates to meet the organization’s resource requirements.
Recruitment inspires the potential candidates to fill the application form for
employment. It is the process of bringing together those who are offering jobs and
those who are seeking jobs. After estimating the need and requirement of human
resource in an organization, the HR manager proceeds with the identification of sources
of HR, which is termed as recruitment.
Definition
According to Edwin B. Flippo, “It is a process of searching for prospective employees and
stimulating and encouraging them to apply for jobs in an organisation.” He further elaborates it,
terming it both negative and positive.
He says, “It is often termed positive in that it stimulates people to apply for jobs, to increase the
hiring ratio, i.e. the number of applicants for a job. Selection, on the other hand, tends to be
negative because it rejects a good number of those who apply, leaving only the best to be hired. ”
In the words of Dale Yoder, Recruitment is the process to “discover the sources of manpower to
meet the requirements of the staffing schedule and to employ effective measures for attracting that
manpower in adequate numbers to facilitate effective selection of an efficient working force.”
Kempner writes, “Recruitment forms the first stage in the process which continues with selection
and ceases with the placement of the candidates.”
SOURCES OF RECRUITMENT
Sources of recruitment refers to various modes of connecting with the job seeker for completing the
task of finding potential employees. In simple words, sources of recruitment is the medium through
which communication regarding the vacant positions is made aware to the prospective candidates.
There are generally recognized two sources of recruitment, which are internal and external sources.
Let us discuss these sources in detail in the following lines.
Internal Sources
Internal sources of recruitment refers to the recruitment of employees who are already a part of the
existing payroll of the organization. The vacancy for the position can be informed to the employee
through internal communication.
CONT….
There are different types of internal hiring in the organization and they are as follows:
1. Promotion: Promotion is referred to as the change of designation of the employee. It
involves shifting of the existing employee to a higher position within the organization
and providing that employee with more responsibility and a raise in pay.
Promotion helps in motivating the other employees of the organization to work hard so
that they also become eligible for promotion.
2. Transfer: Transfer refers to the shifting of an existing employee from one department
to another department in an organization.
CONT..
3. Employee Referrals: It can happen that the organisation in an effort to cut down costs on
hiring is looking for employee referral. The employees are well aware of the job roles in the
organisation for which manpower is required. These employees will refer potential candidates
by screening them based on their suitability to the position.
4. Former employees: Some organisations have the provision of hiring retired employees
willing to work part time/full time for the organisation.
External sources
External sources of recruitment signify the hiring of those employees who have never
been associated with the organization before.
The organization needs to include new and fresh talent to become successful and to
survive in the competition. Large organizations mostly depend on external sources of
recruitment.
Following are the various external sources through which the organization acquire new
resources:
Advertisements: The organization advertises the job openings in the newspaper,
media, company’s bulletin, social networking sites (Facebook, LinkedIn, Twitter), job
portals, etc.
CONT..
Campus Recruitment: The organisation collaborates with the educational institutes and colleges
to hire their students for the available job vacancies, by conducting the recruitment process in the
respective college campus.
Employment Exchange: The organization gets itself registered with the employment exchange,
i.e. a government-affiliated agency who have a database of many prospective candidates. These
candidates register with such employment exchanges in search of better job opportunities.
Walk-ins and Write-ins: The organizations without any effort, get random applications when the
job seekers submit their CV. Either by visiting the organisation, posting the letter with CV or
mailing the CV on the company’s mail id.
CONT..
E-Recruitment: The organisation uses the web-based software as a source of
recruitment involving electronic screening of candidates, online skill test, online profile
checks and interviews on video-conferencing.
Competitors:
By offering better terms and conditions of service, the human resource managers try to
get the employees working in the competitor’s organization.
CONT..
Recruitment process is a process of identifying the jobs vacancy, analyzing the job
requirements, reviewing applications, screening, shortlisting and selecting the right
candidate.
Recruitment process is the first step in creating a powerful resource base. The process
undergoes a systematic procedure starting from sourcing the resources to arranging and
conducting interviews and finally selecting the right candidates.
Recruitment Planning
Recruitment planning is the first step of the recruitment process, where the vacant
positions are analyzed and described. It includes job specifications and its nature,
experience, qualifications and skills required for the job, etc.
A structured recruitment plan is mandatory to attract potential candidates from a pool of
candidates. The potential candidates should be qualified, experienced with a capability to
take the responsibilities required to achieve the objectives of the organization.
CONT…
Identifying Vacancy
The first and foremost process of recruitment plan is identifying the vacancy. This
process begins with receiving the requisition for recruitments from different department
of the organization to the HR Department, which contains −
• Number of posts to be filled
• Number of positions
• Duties and responsibilities to be performed
• Qualification and experience required
CONT..
When a vacancy is identified, it the responsibility of the sourcing manager to ascertain
whether the position is required or not, permanent or temporary, full-time or part-time,
etc. These parameters should be evaluated before commencing recruitment. Proper
identifying, planning and evaluating leads to hiring of the right resource for the team
and the organization.
Job Analysis
Job analysis is a process of identifying, analyzing, and determining the duties,
responsibilities, skills, abilities, and work environment of a specific job. These factors
help in identifying what a job demands and what an employee must possess in
performing a job productively.
CONT…
Job analysis helps in understanding what tasks are important and how to perform them.
Its purpose is to establish and document the job relatedness of employment procedures
such as selection, training, compensation, and performance appraisal.
The following steps are important in analyzing a job −
• Recording and collecting job information
• Accuracy in checking the job information
• Generating job description based on the information
• Determining the skills, knowledge and skills, which are required for the job
The immediate products of job analysis are job descriptions and job specifications.
CONT….
Job Description
Job description is an important document, which is descriptive in nature and contains the final statement of the job
analysis. This description is very important for a successful recruitment process.
Job description provides information about the scope of job roles, responsibilities and the positioning of the job in the
organization. And this data gives the employer and the organization a clear idea of what an employee must do to meet
the requirement of his job responsibilities.
Job description is generated for fulfilling the following processes −
• Classification and ranking of jobs
• Placing and orientation of new resources
• Promotions and transfers
• Describing the career path
• Future development of work standards
CONT….
A job description provides information on the following elements −
• Job Title / Job Identification / Organization Position
• Job Location
• Summary of Job
• Job Duties
• Machines, Materials and Equipment
• Process of Supervision
• Working Conditions
• Health Hazards
Job Specification
Job specification focuses on the specifications of the candidate, whom the HR team is going to
hire. The first step in job specification is preparing the list of all jobs in the organization and its
locations. The second step is to generate the information of each job.
This information about each job in an organization is as follows −
• Physical specifications
• Mental specifications
• Physical features
• Emotional specifications
• Behavioral specifications
A job specification document provides information on the following elements −
CONT…
• Qualification
• Experiences
• Training and development
• Skills requirements
• Work responsibilities
• Emotional characteristics
• Planning of career
CONT…
Job Evaluation
Job evaluation is a comparative process of analyzing, assessing, and determining the
relative value/worth of a job in relation to the other jobs in an organization.
The main objective of job evaluation is to analyze and determine which job commands
how much pay. There are several methods such as job grading, job classifications, job
ranking, etc., which are involved in job evaluation. Job evaluation forms the basis for
salary and wage negotiations.
CONT…
Recruitment Strategy
Recruitment strategy is the second step of the recruitment process, where a strategy
is prepared for hiring the resources. After completing the preparation of job
descriptions and job specifications, the next step is to decide which strategy to adopt
for recruiting the potential candidates for the organization.
While preparing a recruitment strategy, the HR team considers the following points −
• Make or buy employees
• Types of recruitment
• Geographical area
• Recruitment sources
CONT..
The development of a recruitment strategy is a long process, but having a right strategy is
mandatory to attract the right candidates. The steps involved in developing a recruitment strategy
include −
• Setting up a board team
• Analyzing HR strategy
• Collection of available data
• Analyzing the collected data
• Setting the recruitment strategy
CONT…
Searching the Right Candidates
Searching is the process of recruitment where the resources are sourced depending upon
the requirement of the job. After the recruitment strategy is done, the searching of
candidates will be initialized. This process consists of two steps −
• Source activation − Once the line manager verifies and permits the existence of the
vacancy, the search for candidates starts.
• Selling − Here, the organization selects the media through which the communication of
vacancies reaches the prospective candidates.
Searching involves attracting the job seekers to the vacancies. The sources are broadly
divided into two categories: Internal Sources and External Sources.
CONT..
Screening / Shortlisting
Screening starts after completion of the process of sourcing the candidates. Screening is
the process of filtering the applications of the candidates for further selection process.
Screening is an integral part of recruitment process that helps in removing unqualified
or irrelevant candidates, which were received through sourcing. The screening process
of recruitment consists of three steps −
CONT..
Reviewing of Resumes and Cover Letters
Reviewing is the first step of screening candidates. In this process, the resumes of the
candidates are reviewed and checked for the candidates’ education, work experience, and
overall background matching the requirement of the job
While reviewing the resumes, an HR executive must keep the following points in mind, to
ensure better screening of the potential candidates −
• Reason for change of job
• Longevity with each organization
• Long gaps in employment
• Job-hopping
• Lack of career progression
Evaluation and Control
Evaluation and control is the last stage in the process of recruitment. In this process, the effectiveness and the
validity of the process and methods are assessed. Recruitment is a costly process, hence it is important that the
performance of the recruitment process is thoroughly evaluated.
The costs incurred in the recruitment process are to be evaluated and controlled effectively. These include the
following −
• Salaries to the Recruiters
• Advertisements cost and other costs incurred in recruitment methods, i.e., agency fees.
• Administrative expenses and Recruitment overheads
• Overtime and Outstanding costs, while the vacancies remain unfilled
• Cost incurred in recruiting suitable candidates for the final selection process
• Time spent by the Management and the Professionals in preparing job description, job specifications, and
conducting interviews.
SELECTION CONCEPT
Employee selection can range from a very simple process to a very complicated
process depending on the firm hiring and the position. No organization can function
efficiently without right number and kinds of people. Hence, selection function of
employment process helps in obtaining the best and qualified manpower for a particular
vacant position in the organization.
The purpose of the selection process is to pick up the most suitable candidate who
would meet the requirements of the job in an organization best, to find out which job
applicant will be successful if hired. Selection is one of the functions of employment,
which begins as soon as the recruitment process ends..
Definition
The Selection is the process of choosing the most suitable candidate for the vacant
position in the organization. In other words, selection means weeding out unsuitable
applicants and selecting those individuals with prerequisite qualifications and
capabilities to fill the jobs in the organization.
“Selection is the process of choosing from the candidates, from within the organization
or from outside, the most suitable person for the current position or for the future
positions.”
-Harold Koontz
Selection Process
Every organization creates a selection process because they have their own
requirements. Although, the main steps remain the same. So, let’s understand in brief
how the selection process works.
CONT…
• Preliminary Interview
• This is a very general and basic interview conducted so as to eliminate the candidates
who are completely unfit to work in the organisation. This leaves the organisation with
a pool of potentially fit employees to fill their vacancies.
• Receiving Applications
• Potential employees apply for a job by sending applications to the organisation. The
application gives the interviewers information about the candidates like their bio-data,
work experience, hobbies and interests.
CONT…
• Screening Applications
• Once the applications are received, they are screened by a special screening committee
who choose candidates from the applications to call for an interview. Applicants may
be selected on special criteria like qualifications, work experience etc.
• Employment Tests
• Before an organisation decides a suitable job for any individual, they have to gauge
their talents and skills. This is done through various employment tests like intelligence
tests, aptitude tests, proficiency tests, personality tests etc.
• Employment Interview
• The next step in the selection process is the employee interview. Employment
interviews are done to identify a candidate’s skill set and ability to work in an
organisation in detail. Purpose of an employment interview is to find out the suitability
of the candidate and to give him an idea about the work profile and what is expected of
the potential employee. An employment interview is critical for the selection of the
right people for the right jobs.
• Checking References
• The person who gives the reference of a potential employee is also a very important
source of information. The referee can provide info about the person’s capabilities,
experience in the previous companies and leadership and managerial skills. The
information provided by the referee is meant to kept confidential with the
HR department.
CONT…
• Medical Examination
• The medical exam is also a very important step in the selection process. Medical exams help the employers know if
any of the potential candidates are physically and mentally fit to perform their duties in their jobs. A good system of
medical checkups ensures that the employee standards of health are higher and there are fewer cases of absenteeism,
accidents and employee turnover.
• Final Selection and Appointment Letter
• This is the final step in the selection process. After the candidate has successfully passed all written tests, interviews
and medical examination, the employee is sent or emailed an appointment letter, confirming his selection to the job.
The appointment letter contains all the details of the job like working hours, salary, leave allowance etc. Often,
employees are hired on a conditional basis where they are hired permanently after the employees are satisfied with
their performance.
Difference between Recruitment & Selection
Basis Recruitment Selection
Meaning It is an activity of establishing It is a process of picking up
contact between employers and more competent and suitable
applicants. employees.
Objective It encourages large number of It attempts at rejecting
Candidates for a job. unsuitable candidates.
Process It is a simple process. It is a complicated process.
Hurdles The candidates have not to cross Many hurdles have to be
over many hurdles. crossed.
Approach It is a positive approach. It is a negative approach.
Sequence It proceeds selection. It follows recruitment.
Economy It is an economical method. It is an expensive method.
Time Consuming Less time is required. More time is required.
