Dessler 05
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Transcript of Dessler 05
© 2008 Prentice Hall, Inc. © 2008 Prentice Hall, Inc. All rights reserved.All rights reserved.
PowerPoint Presentation by Charlie CookPowerPoint Presentation by Charlie CookThe University of West AlabamaThe University of West Alabama
1
Human Resource Human Resource ManagementManagement
ELEVENTH EDITIONELEVENTH EDITION
G A R Y D E S S L E RG A R Y D E S S L E R
Personnel Planning and RecruitingPersonnel Planning and Recruiting
Chapter 5Chapter 5
Part 2 | Recruitment and PlacementPart 2 | Recruitment and Placement
© 2008 Prentice Hall, Inc. All rights reserved. 5–2
After studying this chapter, you should be able to:After studying this chapter, you should be able to:
1.1. Explain the main techniques used in employment Explain the main techniques used in employment planning and forecasting.planning and forecasting.
2.2. List and discuss the main outside sources of List and discuss the main outside sources of candidates.candidates.
3.3. Effectively recruit job candidates.Effectively recruit job candidates.
4.4. Name and describe the main internal sources of Name and describe the main internal sources of candidates.candidates.
5.5. Develop a help wanted ad.Develop a help wanted ad.
6.6. Explain how to recruit a more diverse workforce.Explain how to recruit a more diverse workforce.
© 2008 Prentice Hall, Inc. All rights reserved. 5–3
Forecasting Personnel NeedsForecasting Personnel Needs
Trend Analysis Scatter Plotting
ForecastingTools
Ratio Analysis
© 2008 Prentice Hall, Inc. All rights reserved. 5–4
Forecasting the Supply of Forecasting the Supply of Inside CandidatesInside Candidates
Manual Systems and Replacement
Charts
Qualification Inventories
Computerized Information
Systems
© 2008 Prentice Hall, Inc. All rights reserved. 5–5
Measuring Recruiting EffectivenessMeasuring Recruiting Effectiveness
What to Measure
How to Measure
Evaluating Recruiting
Effectiveness
© 2008 Prentice Hall, Inc. All rights reserved. 5–6
Finding Internal CandidatesFinding Internal Candidates
Hiring from Within
Job Posting
Succession Planning (HRIS)
Rehiring Former Employees
© 2008 Prentice Hall, Inc. All rights reserved. 5–7
Employment AgenciesEmployment Agencies
Public Agencies
Private Agencies
Types of Employment
Agencies
Nonprofit Agencies
© 2008 Prentice Hall, Inc. All rights reserved. 5–8
Offshoring/Outsourcing White-Collar Offshoring/Outsourcing White-Collar and Other Jobsand Other Jobs
Political and Military Instability
Cultural Misunderstandings
Customers’ security and
privacy concerns
Foreign contracts, liability, and legal
concerns
Special training of foreign employees
Costs of foreign workers
Resentment and anxiety of U.S.
employees/unions
MainIssues
© 2008 Prentice Hall, Inc. All rights reserved. 5–9
Recruiting A More Diverse WorkforceRecruiting A More Diverse Workforce
Single Parents
Older Workers
Welfare-to-WorkMinorities and
Women
The Disabled
© 2008 Prentice Hall, Inc. All rights reserved. 5–10
Developing and Using Application FormsDeveloping and Using Application Forms
Applicant’s education and
experience
Applicant’s likelihood of
success
Applicant’s progress and
growth
Uses of Application Information
Applicant’s employment
stability
© 2008 Prentice Hall, Inc. All rights reserved. 5–11
Application Forms and the LawApplication Forms and the Law
Education Achievements
Arrest Record
Notification in Case of
Emergency
Memberships in Organizations
Physical Handicaps
Marital Status
Housing Arrangements
Areas of Personal Information
© 2008 Prentice Hall, Inc. All rights reserved. 5–12
K E Y T E R M SK E Y T E R M S
employment or personnel employment or personnel planningplanning
trend analysistrend analysis
ratio analysisratio analysis
scatter plotscatter plot
computerized forecastcomputerized forecast
qualifications inventoriesqualifications inventories
personnel replacement chartspersonnel replacement charts
position replacement cardposition replacement card
recruiting yield pyramidrecruiting yield pyramid
job postingjob posting
succession planningsuccession planning
alternative staffingalternative staffing
on demand recruiting services on demand recruiting services (ODRS)(ODRS)
application formapplication form