[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-0-en-105":3,"doc-seo-144133-105":59,"doc-detail-144133-en":131},{"code":4,"msg":5,"data":6},0,"success",[7,13,18,23,28,33,38,43,48,51,55],{"id":8,"doc_module":4,"doc_module_name":9,"category_name":10,"show_sort_weight":11,"slug":12},1,"Document","Story & Novel",90,"story-novel",{"id":14,"doc_module":4,"doc_module_name":9,"category_name":15,"show_sort_weight":16,"slug":17},2,"Literature",80,"literature",{"id":19,"doc_module":4,"doc_module_name":9,"category_name":20,"show_sort_weight":21,"slug":22},4,"Exam",70,"exam",{"id":24,"doc_module":4,"doc_module_name":9,"category_name":25,"show_sort_weight":26,"slug":27},5,"Comic",60,"comic",{"id":29,"doc_module":4,"doc_module_name":9,"category_name":30,"show_sort_weight":31,"slug":32},6,"Technology",50,"technology",{"id":34,"doc_module":4,"doc_module_name":9,"category_name":35,"show_sort_weight":36,"slug":37},7,"Healthcare",40,"healthcare",{"id":39,"doc_module":4,"doc_module_name":9,"category_name":40,"show_sort_weight":41,"slug":42},8,"Research & Report",30,"research-report",{"id":44,"doc_module":4,"doc_module_name":9,"category_name":45,"show_sort_weight":46,"slug":47},9,"Religion & Spirituality",20,"religion-spirituality",{"id":46,"doc_module":4,"doc_module_name":9,"category_name":49,"show_sort_weight":46,"slug":50},"World Cup","world-cup",{"id":52,"doc_module":4,"doc_module_name":9,"category_name":53,"show_sort_weight":52,"slug":54},10,"Lifestyle","lifestyle",{"id":56,"doc_module":4,"doc_module_name":9,"category_name":57,"show_sort_weight":24,"slug":58},19,"General","general",{"code":4,"msg":60,"data":61},"ok",{"site_id":62,"language":63,"slug":64,"title":65,"keywords":66,"description":67,"schema_data":68,"social_meta":124,"head_meta":126,"extra_data":128,"updated_unix":130},105,"en","aphri-module-2-recruitment-and-selection-trainee-manual","aPHRi Module 2 - Recruitment and Selection - Trainee Manual","","Module 2 Recruitment and Selection within the aPHRi certificate preparation trainee manual focuses on planning and staffing decisions before hiring starts. It explains how workforce analysis is used to define current job categories and employee skills, how future labor demand is forecast, and how supply, demand, and attrition drive actionable human resource plans. The module also covers turnover analysis by departure reasons and succession planning methods to ensure management vacancies are filled through internal promotion or external hiring with appropriate development experiences.",{"@graph":69,"@context":123},[70,84,106],{"@type":71,"itemListElement":72},"BreadcrumbList",[73,77,79,82],{"item":74,"name":75,"@type":76,"position":8},"https://docshare.wps.com","Home","ListItem",{"item":78,"name":9,"@type":76,"position":14},"https://docshare.wps.com/document/",{"item":80,"name":20,"@type":76,"position":81},"https://docshare.wps.com/document/exam/",3,{"item":83,"name":65,"@type":76,"position":19},"https://docshare.wps.com/document/aphri-module-2-recruitment-and-selection-trainee-manual/144133/",{"url":83,"name":65,"@type":85,"image":86,"author":91,"headline":65,"publisher":94,"fileFormat":97,"inLanguage":63,"description":67,"dateModified":98,"datePublished":99,"encodingFormat":97,"isAccessibleForFree":100,"interactionStatistic":101},"DigitalDocument",{"url":87,"@type":88,"width":89,"height":90},"https://docshare.wps.com/thumbnails/aphri-module-2-recruitment-and-selection-trainee-manual/144133.png","ImageObject",300,407,{"name":92,"@type":93},"Clementine","Person",{"url":74,"name":95,"@type":96},"DocShare","Organization","application/pdf","2026-10-20","2026-08-25",true,{"@type":102,"interactionType":103,"userInteractionCount":105},"InteractionCounter",{"@type":104},"ViewAction",16,{"@type":107,"mainEntity":108},"FAQPage",[109,115,119],{"name":110,"@type":111,"acceptedAnswer":112},"What is the purpose of human resource planning before recruitment?","Question",{"text":113,"@type":114},"It determines the number and types of employees needed and aligns hiring decisions with the organization’s strategic business plans based on projected staffing requirements.","Answer",{"name":116,"@type":111,"acceptedAnswer":117},"What key questions guide forecasting future labor needs?",{"text":118,"@type":114},"It addresses which employees will be needed, what skills and talents they must have, and when new employees will be required.",{"name":120,"@type":111,"acceptedAnswer":121},"How does turnover analysis improve the accuracy of employment forecasts?",{"text":122,"@type":114},"Forecast accuracy depends on estimating how many employees are expected to leave and identifying the reasons for leaving, since different reasons create qualitative differences even when turnover numbers are similar.","https://schema.org",{"og:url":83,"og:type":125,"og:title":65,"og:site_name":95,"og:description":67},"article",{"robots":127,"canonical":83},"index,follow",{"doc_id":129,"site_id":62},144133,1787698391,{"code":4,"msg":5,"data":132},{"doc_id":129,"user_id":133,"nickname":92,"user_avatar":134,"doc_module":4,"category_id":19,"category_name":20,"doc_title":65,"doc_description":67,"doc_content":135,"file_id":136,"file_url":137,"file_type":138,"file_size":139,"view_count":105,"is_deleted":4,"is_public":8,"is_downloadable":8,"audit_status":8,"page_count":140,"language":141,"language_code":63,"site_id":62,"html_lang":63,"table_of_contents":142,"faqs":143,"seo_title":144,"seo_description":67,"update_tm":130,"read_time":145},1374391974564,"https://ap-avatar.wpscdn.com/avatar/14000253aa45c000a9e?x-image-process=image/resize,m_fixed,w_180,h_180&k=1779874745381141002","aPHRi® Certificate Preparation  \nTrainee Manual  \nModule 2-Recruitment and Selection  \naPHRiTM is a registered trademark of HR Certification Institute, used under permission of HRCI. All rights reserved.  \nTable of Contents  \nPart Two: Recruitment and selection ..................................................................................................................2  \n1.1 Human Resource Planning ...........................................................................................................3  \n1.2 Job Analysis, Description, and Specification .............................................................................. 11  \n1.3 Selection..................................................................................................................................... 30  \nReferences ...................................................................................................................................................................40  \naPHRi® Certificate Preparation –Trainee manual  \naPHRi® Certificate Preparation –Trainee Manual  \nPart Two: Recruitment and selection  \n1.1 Human Resource Planning  \nBefore new employees are recruited, someone needs to decide what kinds of employees are needed and how many, and these decisions need to be aligned with the organization's 3 strategic business plans. Hiring new employees should be based on the projected staffing requirements: if the projection indicates a demand for new employees recruiting activities should be initiated; if it indicates a surplus of personnel, early retirements, layoffs or other actions may be necessary.  \nThe responsibility for strategic business planning and human resource planning belongs to both line managers and staff specialists. Top executives are primarily responsible for an organization’s strategic management decisions. Large, stable organizations may have an executive team responsible for strategic business planning, while flexible entrepreneurial. Organizations usually have a more informed strategic planning team that includes the founder and partners or fam1ly members. In small proprietorships, all strategic planning is typically done by the owner  \nThe development of a human resource planning system requires a careful analysis of the organization’s present workforce. How many employees are working for the organization? What jobs do they perform? How many employees are in each job category? Information also must be collected about the skills and characteristics of each employee. In a small organization collecting information about the present workforce is not a difficult task. In a large organization, a human resource information system (HRIS) is used to handle the enormous mass of information. For the information to be useful, a system must efficiently collect and organize it, keep it current, and have it immediately available  \nAfter an organization’s present workforce has been analyzed, the next step in developing a human resource planning system is to forecast future employ next needs. This requires an analysis of the demand for labor that answers these three questions:  \n1. What employees will be needed in the future?  \n2. What kinds of skills and talents will the employees need?  \n3. When will the new employees be needed?  \nImplementing Human Resource Plans  \nAfter an organization's present workforce has been analyzed and future employment needs have been forecast, a careful analysis must be made of changes that need to occur in the employment levels in each job category. This analysis involves a comparison of the supply and demand for labor, as well as an assessment of how many employees wi111eave due to attrition. From this analysis, action plans are created and implemented.  \nTurnover Analysis  \nThe accuracy of employment forecasts depends heavily on the accuracy of turnover forecasts. Knowing how many employees are expected to leave is as important as knowing how many new  \naPHRi® Certificate Preparation –Train","cbCaibH8MAPVQ8C1","https://ap.wps.com/l/cbCaibH8MAPVQ8C1","pdf",858369,43,"English","# Part Two: Recruitment and selection\n## 1.1 Human Resource Planning\n## 1.2 Job Analysis, Description, and Specification\n## 1.3 Selection\n## References","[{\"question\":\"What is the purpose of human resource planning before recruitment?\",\"answer\":\"It determines the number and types of employees needed and aligns hiring decisions with the organization’s strategic business plans based on projected staffing requirements.\"},{\"question\":\"What key questions guide forecasting future labor needs?\",\"answer\":\"It addresses which employees will be needed, what skills and talents they must have, and when new employees will be required.\"},{\"question\":\"How does turnover analysis improve the accuracy of employment forecasts?\",\"answer\":\"Forecast accuracy depends on estimating how many employees are expected to leave and identifying the reasons for leaving, since different reasons create qualitative differences even when turnover numbers are similar.\"}]","aPHRi Module 2 - Recruitment and Selection - Trainee Manual | PDF",108]