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Chapter 5

Chapter 5. Personnel Planning and Recruiting. Explain the main techniques used in employment planning and forecasting. List and discuss the main outside sources of candidates. Effectively recruit job candidates. Name and describe the main internal sources of candidates.

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Chapter 5

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  1. Chapter 5 Personnel Planning and Recruiting • Explain the main techniques used in employment planning and forecasting. • List and discuss the main outside sources of candidates. • Effectively recruit job candidates. • Name and describe the main internal sources of candidates. • Develop a help wanted ad. • Explain how to recruit a more diverse workforce.

  2. The Recruitment and Selection Process

  3. Planning and Forecasting Employment or Personnel Planning • The process of deciding what positions the firm will have to fill, and how to fill them. Succession Planning • The process of deciding how to fill the company’s most important executive jobs.

  4. Planning and Forecasting Linking Employer’s Strategy to Plans

  5. Planning and Forecasting Forecasting Personnel Needs Trend Analysis The study of a firm’s past employment needs over a period of years to predict future needs. Ratio Analysis A forecasting technique for determining future staff needs by using ratios between a causal factor and the number of employees needed Scatter Plot A graphical method used to help identify the relationship between two variables. Computerized Forecasts The use software packages to determine of future staff needs by projecting sales, volume of production, and personnel required to maintain a volume of output.

  6. Planning and Forecasting Forecasting The Supply of Inside Candidates Qualifications Inventories Manual or computerized records listing employees’ education, career and development interests, languages, special skills, and so on, to be used in selecting 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. Computerized Information Systems Computerized records listing employees’ ….. The Matter of Privacy

  7. Planning and Forecasting Forecasting The Supply of Outside Candidates 1 General economic condition 2 Expected unemployment rate How to find the needed data?

  8. Effective Recruiting Employee Recruiting • Finding and/or attracting applicants for the employer’s open positions Why recruiting is important? Why recruiting is a complex process? How to organize the recruitment function? Measuring the recruiting effectiveness

  9. Effective Recruiting Recruiting yield pyramid • The historical arithmetic relationships between recruitment leads and invitees, invitees and interviews, interviews and offers made, and offers made and offers accepted.

  10. Internal Sources of Candidates Internal Sources of Candidates • Hiring from Within What are the advantages? What are the disadvantages?

  11. Internal Sources of Candidates Internal Sources of Candidates Job Posting Publicizing an open job to employees (often by literally posting it on bulletin boards) and listing its attributes. Rehiring Former Employees Some one who left the firm Succession Planning The process of ensuring a suitable supply of successors for current and future senior or key jobs.

  12. Outside Sources of Candidates Outside Sources of Candidates • Hiring from outside the organization What are the advantages? What are the disadvantages?

  13. Outside Sources of Candidates Outside Sources of Candidates Recruiting via the Internet Advantages – disadvantages – ATS – effective internet ads and systems Advertising The media – constructing the ad – employment ad and image Employment Agencies • Public and nonprofit agencies – agencies associated with nonprofit organizations - private agencies Temp Agencies and Alternative Staffing • Benefits & costs – guidelines – alternative staffing Offshoring/Outsourcing White-Collar and Other Jobs • Main issues

  14. Outside Sources of Candidates Outside Sources of Candidates Executive Recruiters Pros & cons - guidelines On Demand Recruiting Services A service that provides short-term specialized recruiting to support specific projects without the expense of retaining traditional search firms College Recruiting • On campus recruiting goals – on sites visits - Internship Referrals and Walk Ins • Pros and cons

  15. Outside Sources of Candidates Outside Sources of Candidates Recruiting source use and effectiveness Improving productivity through HRIS: An integrated technology approach to recruiting

  16. Recruiting A More Divers Workforce Single Parents Older Workers Recruiting Minorities and Women Welfare-to-Work The Disabled

  17. Developing and Using Application Forms Application Form The form that provides information on education, prior work record, and skills. Uses of information from applications

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