Labor supply can assess availability from both within an organization and from the external labor market as well. Microapproaches to human resource planning require an analysis of the tasks required to accomplish organizational purposes. Once one defines these tasks, you must design them to complement one another, and you must develop formal job descriptions and specifications. This is the process that incorporates the breadth and scope issues of task design. Recruitment and Selection Having designed and described the tasks necessary to accomplish the firm's mission, one must then recruit and select the specific people best qualified to carry out the tasks.
Recruitment involves attracting, from the labor force, a screened pool of qualified applicants.
The selection process involves choosing, from that pool, those people who are most likely to be successful in the jobs defined. Many techniques exist for both recruitment and selection. The most appropriate recruitment or selection tools differ from situation to situation. Good managers will be able to acquire personnel who support the organization's purposes and have the ability to accomplish the tasks for which they were hired. TQM firms will need to screen and select candidates who are different than traditional job applicants.