Chapter 4 Planning and Recruiting. Human Resource Planning Recruiting. Personnel Planning and Recruiting . Behavioral Objectives When you finish studying this chapter, you should be able to: Explain the process of forecasting personnel requirements.
When you finish studying this chapter, you should be able to:
Study of a firm’s past employment needs over a period of years to predict future needs.
A forecasting technique for determining future staff needs by using ratios between sales volume and number of employees needed.
A graphical method used to help identify the relationship between two variables.
The determination of future staff needs by projecting a firm’s sales, volume of production, and personnel required to maintain this volume of output, using computers and software packages.
Manual or computerized systematic records listing employees’ education, career and development interests, languages, special skills, and so on to be used in forecasting inside candidates for promotion.
Personnel replacement charts
Company records showing present performance and promotability of inside candidates for the most important positions.
position replacement card
A card prepared for each position in a company to show possible replacement candidates and their qualifications.
Publicizing an open job to employees (often by literally posting it on bulletin boards) and listing its attributes, like qualifications, supervisor, working schedule and pay rate.
occupational market conditions
The Bureau of labor Statistics of the U.S. Department of Labor publishes projections of labor supply and demand for various occupations, as do other agencies.
The form that provides information on education, prior work record, and skills.
Meeting future HR needs—critical to success.
Rational use of people—recruitment and development.
Meeting the needs of self-actualization-training and development.
A. What to predict
How many people do we need?
What will be the requirement of people?
What kind of skills and managerial expertise do we need?
To make predictions of future needs through the hierarchical structure of the organization.
To study a factor that affects employment over time and make prediction on that basis.
To study a number of factors that affect HR changes in the organization in the past 5 to 10years.
Personnel files are records of the employees’ education, training, performance, promotion, etc.
publicize the open job to employees and list its attributes like qualifications, working schedule and pay rate.
To identify candidates for managerial positions.
In developing action plans, we need to consider the following factors:
A. Two selection areas:
A. Develop recruiting plans and standards.
B. Conduct advertising and promoting:
C. Conduct recruiting.
D. Evaluate the results of recruiting: cost/benefits.
A. Internal recruiting:
B. External recruiting: