Bài giảng Fundamentals of human resource management - Chapter 5 Planning for and recruiting human resources

Process of HR Organizations should carry out HR planning so as to meet business objectives and gain a competitive advantage over competitors. HR planning compares present state of the organization with its future goals to identify what changes it must make in its HR to meet those goals. Forecasting- determines supply and demand to predict areas within the organization where there will be labor shortages or surpluses.

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FUNDAMENTALS OF HUMAN RESOURCE MANAGEMENT 5TH EDITION BY R.A. NOE, J.R. HOLLENBECK, B. GERHART, AND P.M. WRIGHTCHAPTER 5 PLANNING FOR AND RECRUITING HUMAN RESOURCESProcess of HROrganizations should carry out HR planning so as to meet business objectives and gain a competitive advantage over competitors.HR planning compares present state of the organization with its future goals to identify what changes it must make in its HR to meet those goals.Forecasting- determines supply and demand to predict areas within the organization where there will be labor shortages or surpluses.Goal Setting and Strategic PlanningPurpose of setting specific numerical goals is to focus attention on the problem and provide a basis for measuring the organization’s success in addressing labor shortages and surpluses.Goals should come directly from analysis of supply and demand.For each goal, organization must choose one or more HR strategies.Organizations should retain and attract employees who provide a core competency (what makes it better than competitors)Options for Reducing a SurplusOptions for Avoiding a ShortageImplement and Evaluate HR PlanWhen implementing HR strategy, organizations must hold individuals accountable for achieving goals and give them authority and resources needed to accomplish those goals.Regular progress reports should be issued.Evaluation of results should look at tactual numbers and identify which parts of planning process contributed to success or failure.Workforce Utilization Review- compares employees in protected groups with proportion that each group represents in relevant labor market.Figure 5.2: Three Aspects of RecruitingPersonnel PoliciesSeveral personnel policies are especially relevant to recruitment:Recruitment Sources: External SourcesEvaluating the Quality of a SourceA ratio that expresses percentage of applicants who successfully move from one stage of the recruitment and selection process to the next.By comparing yield ratios of different recruitment sources, we can determine which source is best or most efficient for type of vacancy.Find cost of using a particular recruitment source for a particular type of vacancy.Divide that cost by number of people hired to fill that type of vacancy.A low cost per hire means the recruitment source is efficient.Yield RatiosCost Per HireRecruiter Traits and Behaviors
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