4-5 5-1 Personnel Planning and Recruiting Human Resource Management 14 th Edition, Global Edition...

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Personnel Planning and Recruiting

Human Resource Management 14th Edition, Global Edition

Gary Dessler

Copyright © 2015 Pearson Education Ltd.

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1. Explain the main techniques used in

employment planning and forecasting.

2. Explain and give examples for the

need for effective recruiting.

3. Name and describe the main internal

sources of candidates.

Learning Objectives


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4. List and discuss the main outside

sources of candidates.

5. Explain how to recruit a more diverse

workforce.

6.Developing and Using Application

Forms: Discuss practical guidelines for

obtaining application information.

Learning Objectives


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Explain the main techniques used in employment

planning and forecasting.


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Introduction


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Workforce Planning and Forecasting

• Workforce planning ideally precedes

recruitment and selection

o Differs from succession planning

• Towers Watson Workforce MAPS


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Workforce Planning and Forecasting

• Strategy and workforce planning (Figure 5.2, P. 156)

• Forecasting personnel needs (labor demand)(p. 156)o Trend analysiso Ratio analysiso The scatter plot


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Forecasting the Supply of Inside Candidates

• Manual systems and replacement charts• Computerized skills

inventories• Markov analysis • Privacy


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Forecasting the Supply of Outside Candidates

• Talent management

• Action planning for labor

supply and demand

• Succession Planning


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IMPROVING PERFORMANCE: HR Practices Around

the Globe• Valero Energy created a “labor

supply chain” for improving the efficiency of its workforce planning, recruiting, and hiring process.o Analytic tool now predicts

Valero’s labor needs based on past trends.


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Review

• Forecasting• Manual vs. computerized systems• Managing talent• Action planning


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Explain and give examples for the need for effective

recruiting.


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Why Effective Recruiting Is Important

• The need for effective recruiting

• What makes recruiting a challenge?

• Organizing how you recruito The supervisor’s roleoRecruiting pyramid


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• Importance

• Challenge

• Organizing

Review


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Name and describe the main internal sources of

candidates.


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• Using internal sources

• Finding internal candidates

• Rehiring

Internal Sources of Candidates


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• Internal sources

• Finding internal

candidates

• Rehiring

Review


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List and discuss the main outside sources of

candidates.


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• Informal Recruiting and the Hidden

Job Market

o Job openings aren’t publicized

o Jobs are created and become

available when employers come

across the right candidates

Outside Candidates


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Outside Candidates

• Internet recruitingoOnline

recruiting o TextingoDot-jobso Virtual job fairso Trackingo Effectiveness

• Advertising – media


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• Attention

• Interest

• Desire

• Action

Writing the Ad


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Employment Agencies

• Public

• Nonprofit

agencies

• Private agencies


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Temp Agencies and Alternative Staffing

• Pros and cons

• What supervisors should

know about temporary

employees’ concerns

• Legal guidelines

• Alternative staffing


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Outside Candidates

• Offshoring and Outsourcing Jobs

• Executive Recruiters

• Referrals and Walk-Ins

• On-Demand Recruiting Services

• College Recruiting

• Telecommuters


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IMPROVING PERFORMANCE:HR as a Profit Center

Cutting Recruitment Costs

• GE Medical hires about 500 technical

workers a year

oCut its hiring costs by 17%

oGE is also using more recruitment

process outsourcers


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Other Issues

• Recruiting

source use and

effectiveness

• Measuring

recruiting

effectiveness


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• Internet recruiting

• Advertising

• Media

Review


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• Writing the ad

• Employment agencies

• Temp agencies, alternative

staffing

• Other sources of candidates

• Recruiting

• Measuring effectiveness

Review


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Explain how to recruit a more diverse workforce.


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• Recruiting women

• Single parents

• Older workers

• Recruiting minorities

• Disabled workers

Recruiting a MoreDiverse Workforce


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Review

• Recruiting a more

diverse workforce

• Developing and

using application

forms


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Developing and Using Application Forms: Discuss practical guidelines

for obtaining application information.


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• Purpose of Application Forms

• Application Forms and Predicting

Job Performance

• Application Forms and EEO law

Application Information


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IMPROVING PERFORMANCE:HR Tools for Line Managers and

Entrepreneurs

• Application Guidelineso “Employment History” section,

request information on each prior employer

o Signing the application, the applicant should certify falsified statements may be cause for dismissal


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• Practical Guidelines • Application Forms and EEO• Mandatory Arbitration

Review


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Improving Performance atThe Hotel Paris

• Given the hotel’s required personnel skills, what recruiting sources would you have suggested they use, and why?

• What would a Hotel Paris help wanted ad look like?


4-5 5-1 Personnel Planning and Recruiting Human Resource Management 14 th Edition, Global Edition...

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