Personnel Planning and Recruiting

Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall

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3 Personnel Planning, Recruiting, and Talent Management


Learning Objectives (1)

When you finish studying this chapter, you should be able to:

1. Define and list the main components of talent management.

2. Describe the basic methods of collecting job analysis information.

3. Conduct a job analysis.

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Learning Objectives (2)

4. Explain the process of forecasting personnel requirements.

5. Compare eight methods for recruiting job candidates.

6. Explain how to use application forms to predict job performance.

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The Talent Management Framework

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The Talent Management Framework

• What is Talent Management?– Necessary tasks– Decisions– The same “profile” of competencies– Active segmentation and management– Integrates/coordinates

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The Basics of Job Analysis

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The Basics Of Job Analysis (1)

• Methods of collecting job analysis information– Interviews– Questionnaires– Observation – Participant diary/logs– Internet-based data collection

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• Writing Job Descriptions– Job identification, summary– Relationships– Responsibilities and duties– Standards of performance– Working conditions, physical environment– Internet-based job descriptions – ADA

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• Writing Job Specifications• Competencies and profiles

– Why use profiles

• Competency-based job analysis– BP example

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The Recruitment and Selection Process

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The Recruitment and Selection Process

1. Determine positions to fill

2. Pool of candidates

3. Application forms

4. Various selection techniques

5. Job candidates to supervisor

6. Selection interviews

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Workforce Planning and Forecasting

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Workforce Planning and Forecasting (1)

• Strategy and personnel planning– Inside or outside candidates?

• Forecasting personnel needs– Trend analysis– Ratio analysis– Scatter plots– Computerized personnel forecasting

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Workforce Planning and Forecasting (2)

• Forecasting inside candidates– Computerized systems– Succession planning

• Forecasting outside candidates• Talent management, predictive

workforce monitoring• Projected labor supply and demand

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Recruiting Job Candidates

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Recruiting Job Candidates (1)

• Complex job of recruiting • Recruiting effectiveness• Internal candidates• Recruiting via internet

– Texting – Virtual job affairs– Applicant tracking services

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• Advertising• Employment agencies

– Temps– Alternative staffing

• Executive recruiters• Pros and cons• Candidate’s caveats

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• College recruiting– Internships

• Outsourcing, offshoring• Referral and walk-ins

– Walk-ins– Customers– Telecommuters– Unemployed

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• Military• Recruiting a more diverse workforce

– Older workers– Single parents– Minorities and women– Welfare-to-work– Disabled

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Developing and Using Application Forms

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Developing and Using Application Forms

• Purpose– Exaggeration

• Equal opportunity– Mandatory dispute resolution

• After receiving the application– Courtesy

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Copyright

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All rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted, in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise, without the prior written permission of the publisher. Printed in the United States of America.

Personnel Planning and Recruiting

Business

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